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The 5 Most Basic Components for Estimating Representative Viability

 

Every business executive and project manager out there is keenly aware that their employees are the most valuable assets. Without them, all the hardware, software, equipment, tools, etc. would be useless. The combined brainpower of your team is the driving force of your company’s success. However, even employees have productive days and not-so-good days. Some get sick, take leaves, experience personal troubles; all of which can affect work.

You cannot run diagnostic tests on each employee to determine how efficient they’re going to be.

What you can do however is implement a baseline that clearly states acceptable performance, this enables you to compensate high performers for exceeding set expectations.

 

The following guidelines spell out critical elements for determining employee effectiveness:

 
1. Clearly Define Effectiveness

What does efficiency mean for the team? Create a definition that aligns with the organization’s goals. Include increasing revenue and improving as part of the goal. Figure out how each team member can add to this goal and weigh their efficiency accordingly.

 
2. Give Priority to Goal Achievement Instead of Hours Worked

How people work today has changed dramatically. The advent of mobile phones, laptops, and tablets has changed the face of the workplace. Employees have more flexible work options than ever before. Your role as manager is not to babysit or hand-hold. Instead, help them improve how they do their jobs. Measure efficiency based on contributions not on hours worked to complete tasks — employees who accomplish their work in minimal time but can be allocated more work and or promoted.

 
3. Provide Continuous Feedback

Check-in regularly with individual team members and provide constructive feedback. You can do this weekly, monthly, quarterly, etc. Employees need to know how they’re doing and areas where improvement is required. Remember, employees, aren’t automatons. Expect some ups and downs. The key is to conduct regular check-ins.

 
4. Use Peer Feedback

Also called 360-degree feedback, it encourages co-workers to provide their perspective on each other’s performance that you may otherwise not be aware. Even the most hands-on managers don’t have time to spend with every team member. Peer feedback can help businesses foster improvements, trust, and learning.

 
5. Measure Team Performance

The adage, “there’s no I in team” aptly describes teamwork. Individual performance to a team is essential, but it isn’t the complete picture. Many intangible contributions occur behind the scenes, such as reducing stress, facilitating team discussions, dealing with misunderstandings, etc. that contribute to success (the whole picture), this can only be gauged by evaluating team performance in its entirety.

The right project management tool can be a valuable tool in helping you evaluate employee effectiveness. To learn more, contact ViduPM.