Employee performance is mostly subjective with managers making up their minds to evaluate employee performance based on things they analyze day to day. You might feel like you can inform how hard a worker is working, but unless you’ve some kind of raw numbers and metrics, your decision is deployed on subjective factors such as:

Are they moving rapidly?

How mostly do they inquire questions?

Have you caught them skipping out on work?

Are they smart?

Do they appear to be turning in projects on time?

But while these can hint towards performance, they aren’t metrics. They aren’t provable, and they don’t use hard data. Someone that can enter 1000 pieces of information in twenty minutes and then takes a forty minute break is yet more productive than someone that does 600 pieces of data in sixty minutes with no break. How you evaluate employee performance matters.

Interview Question: How do you evaluate employee performance?

The best sorts of performance evaluation include numbers of some kind because numbers make the procedure measurable and eliminate personal opinion as the primary driver. Though there are ways to still utilize non-number based performance evaluation, any kind of evaluation that includes numbers is going to be more objective and better at showing performance. For instance, cashiers can be measured by items each minute. Call centre staff can be measured by calls received and customer satisfaction.

If you have any instances of ways you have measured performance, or procedures you would like to use, surely share those. If they are number based, even better. If you don’t, although, just make certain that you’ve some type of plan in place that is more objective than it is subjective.

“Since this industry does not have much information to work with, I attempt to remove biases from the equation by utilizing a 360 degree feedback survey. Surveys with particular performance evaluation queries are sent out to anyone that has worked with the employee – colleagues, managers, and even clients and third parties. The feedback might be weighted, however usually I keep it as is, and it offers a more well-rounded degree of feedback on the employee’s performance that, while still subjective, at least makes sure that no one individual’s opinion is the basis for the performance analysis.”

For those that work in companies where it is complicated to observe employee performance with data, this is an instance of a firm answer that proves you understand the biases that go into performance evaluation, and you look for techniques to still observe that performance objectively