Because regular measurements create direction and motivation
Regular measurements of employee performance are an important prerequisite for employee development.
Employees need direction and regular feedback on their efforts to feel engaged and motivated. It should be a natural part of your employees’ jobs to be made aware of their efforts and achievements. This at short intervals to be able to learn from and adjust to what they do well and less well.
Without regular performance check-ins, there is a risk that employees will lose focus and develop ‘blind spots’ in relation to their behavior when they are at work. Therefore, measuring employee performance is a tool to be able to improve, adjust and optimize your employees’ efforts in the future.
Measurement should be seen as a constructive input to employee development
Let us also just take the objections to measurements immediately. Measurements in the form of a score or a rating are often something that is associated with a bit of discomfort. It smells of giving character and should be able to dare to give feedback. Something we may well have a tendency to touch anxiety towards. Criticism is often misunderstood, and we have a cultural difficulty with the seemingly confrontational in this.
A more constructive and beneficial interpretation would be to be able to look at measurements objectively. See them as a help, and an opportunity to be able to develop ourselves and our employees. They must be a natural follow-up on performance, and an opportunity to increase the potential in the form of a concrete training effort in relevant focus areas.
Therefore, scores given regularly will also make the feedback result more palatable. This is because the time period for the delivered effort is limited, e.g. to a month. In this way, a plan for the coming limited period can be made more clearly, and support this with relevant training for the employee.
Younger employees have a clear expectation of feedback and performance metrics
Faktisk er det også sådan, at de yngre generationer allerede har en klar forventning om, at de skal have feedback på deres præstationer. De er opvokset med mange krav til at skulle præstere og med en klar feedback kultur. Som generation er de ikke bange for at måle og sammenligne sig med andre, og handle ud fra scores eller ratings.
It is good to know if a company has employed a high proportion of younger workers. Eg. is approximately. half of the employees in the retail trade are under 25 years old according to Dansk Industri. Just as a large proportion of the part-time employees in the café and restaurant industry will belong to the younger generation of employees.
Benefits of regular measuring
In summary, regular measurement of your employees’ performance has a number of benefits for you and your employees:
1. Is future-oriented in its purpose
2. Can compare development over time and across employees
3. Provides greater transparency
4. Creates fertile ground for dialogue
5. Focuses on areas in need of training efforts
6. Increases motivation and commitment of employees
7. Couples effect of training with performance
8. Enables faster adjustment and optimization of efforts
