How to measure employee performance without killing motivation
Measuring performance among employees can be a frightening area. Stress, anxiety and panic are emotions that usually arise among employees when it is time to discuss their performance metrics. However, measurement can be a positive pillar for developing employees. Actually, one could argue that measurement is inevitable for employees to triumph within their jobs – it just has to be done in the right way!
Some might say that measurement of employees’ performance can be dehumanizing. Managers measure employees’ performance with the best intentions to give them feedback and motivate. A study by Gallup reveals that only one out of five employees highly agree that their performance level is managed in a way that motivates them to be the best that they can be. On the contrary, employees who highly agree that their manager holds them responsible for their performance are 2.5 times more likely to be engaged in their job. This is a clear sign, that when measurement is used in an engaging way, it is motivating. Employees actually want to be measured in a way that can help them rule and conquer issues. It can be difficult for employees to excel if they do not know in which area. And the only way for them to know, is to enhance communication between managers and employees.
Measure to motivate – not shatter
The key is to measure performance in a positive, but fair way, that not only capture the output, but the whole person. We provide you with three different areas for managers to consider when measuring to boost motivation among employees:
Let your employees influence the metrics you are measuring
It is vital that employees can connect the performance metric with concrete actions they can take. Employees may find it hard to accept a performance metric, if they do not believe that they can influence it. When employees are involved in setting the goals, they feel a sense of ownership and control of their output.
Set up future and growth-oriented metrics
It is essential for managers to acknowledge the fact that employees can not change the past. Which is why focusing on experiences that happened in the past is not productive unless it is used in a way to figure out how to move forward. This way it allows for both constructive and encouraging criticism.
Discuss performance metrics often
Employees can feel that performance metrics are unfair or maybe even irrelevant if they are only discussed once a year. Evaluating metrics more often can reduce fearful thinking and introduce required performance corrections before problems become unmanageable.
At Relesys performance measurement and motivation go hand in hand. We acknowledge the importance of KPI’s and performance metrics in order for business to measure success. Which is why we in the app solutions, aim to engage employees through gamification elements that motivate employees to do their best.