What Innovative Methods for Tracking Employee Performance Might Others Not Know?

    What's one innovative method you've used for tracking and measuring employee performance that others might not be aware of?

    In the quest to uncover fresh strategies for monitoring employee performance, we've gathered insights from top professionals, including Human Resources Directors and CEOs. They share innovative methods ranging from empowering employees to request feedback to creating a peer-to-peer feedback system. Here are the four unique techniques these experts recommend.

    • Empower Employees to Request Feedback
    • Conduct Robust Personal SWOT Analysis
    • Implement Anonymous Feedback Mechanisms
    • Create a Peer-to-Peer Feedback System

    Empower Employees to Request Feedback

    Starting any employee performance journey is essential to setting clear and actionable goals from Day 1. Most companies use traditional feedback methods, such as quarterly or annual reviews, to discuss performance with employees. This method relies on managers keeping track and documenting successes and areas for improvement, hoping it matches the employee's perception of their performance.

    One way to increase employee performance management success is to implement a system where employees feel empowered to request feedback from their manager as often as they need. The employee facilitates these on-the-spot meetings, which are excellent opportunities to discuss goal progress and any assistance needed from the manager.

    Whether a company uses an application for this process or manually documents these meetings, it's essential to have clear and consistent messaging encouraging employees to seek feedback regularly and for managers to be open to these discussions.

    Christine Zapata
    Christine ZapataCEO, Human Insights Consulting

    Conduct Robust Personal SWOT Analysis

    One way to maximize a person is to conduct a robust personal SWOT analysis each year. To make it most effective, it should be reviewed a couple of times throughout the year. You can dig in to fully understand the person and gain tremendous insight into who they really are, not just who you think they might be. You will know firsthand their strengths, areas for development, opportunities, and threats.

    Performance reviews are nothing more than well-documented discussions that occur all year round, or at least they should be. This analysis is something that you can reference and discuss quarterly or monthly with actual facts written by the individual themselves. One-on-ones are not just to ask, 'How are you doing?' but to dig deeper and ask, 'How can I help?'

    Managers have more intel and more influence than team members. Use it for good. They should make it a point to conduct active listening, review business metrics, refresh the job description (letting the employee take the lead), and gain valuable insight about the employee. Ensure you are giving feedback, but also welcome and are receptive to upward feedback. Share how you are doing as well. Also, take any concerted actions once you get the feedback, or you might find the feedback will stop and not be transparent. Please don’t rest on your laurels.

    Tanya Turner, MBA, SHRM-CP, PHR
    Tanya Turner, MBA, SHRM-CP, PHRHR Director, SALTO Systems, Inc

    Implement Anonymous Feedback Mechanisms

    For tracking and measuring employee performance in a way that might not be widely recognized, I'd recommend focusing on the accuracy and honesty of feedback, especially in larger enterprises. Often, performance reviews can become routine, with managers encouraging subordinates to present themselves in a certain light. A key aspect that companies should consider is the reliability of these assessments from managers and senior staff.

    To address this, implementing anonymous feedback mechanisms can be highly effective. This approach allows employees to share their genuine thoughts and experiences without fear of repercussions. By creating a safe space for honest feedback, companies can gain a more accurate understanding of their employees' performance, strengths, and areas for improvement. This method not only enhances the credibility of performance evaluations but also fosters a culture of transparency and continuous improvement within the organization.

    Yumi Willems
    Yumi WillemsCo-Founder & CEO, LEAD

    Create a Peer-to-Peer Feedback System

    One innovative method I've used for tracking and measuring employee performance is implementing a peer-to-peer feedback system. This involves creating a platform or system where employees can provide feedback and recognition to their colleagues.

    By allowing employees to give and receive feedback from their peers, it provides a more holistic and comprehensive view of an individual's performance. It can capture valuable insights and perspectives that may not be captured through traditional top-down performance evaluations.

    For example, an employee may go above and beyond their job responsibilities and provide exceptional support and assistance to their colleagues. Their peers might witness their dedication and impact firsthand, and by allowing them to provide feedback, it ensures that these contributions are recognized and acknowledged.

    Implementing a peer-to-peer feedback system empowers employees to take ownership of their performance evaluations and builds a sense of trust and camaraderie among team members.

    Kevin Shahbazi
    Kevin ShahbaziCEO & Co-Founder, LogMeOnce