When an organization monitors employees’ performance, it gives their workforce a much-needed cohesion and allows them to achieve more output with the collective productivity of the employees.
Organizations should know what the staff does while at work, daily. It is the basis for setting up a monitoring system. As the manager, it is imperative to monitor the employees to know what they are doing at work and how they spend their working hours.
How can you monitor employees efficiently while they work? You can employ modern software/apps and techniques to monitor their work activities. Some people question the morality of watching employees as they work, but we think it isn’t much of an issue if done correctly. The article highlights some straightforward ways to measure the performance of your employees.
How to monitor employees’ performance?
1. Monitor their activities on their office computers
It helps to know the activities of your employees as they use the work computer systems. It allows you to evaluate their productivity levels and derive valuable work data. We recommend Productivity tracking software, as they help to track the employee’s activity on their computers at their workplace. You can collect, store, and analyze different types of data about the websites visited, running applications, search queries, and also external storage devices they use on the computers during work hours.
2. Help the employees stay on track with their job functions
When an employee is in the office, it does not mean he/she is working as productively. Remind them of the tasks they have to complete and set up a mechanism to ensure that they keep at those functions.
You can check by the hour for progress reports, or use time sheet software to enter work timelines themselves. A free online timesheet app for employees works fine, and it doesn’t cost much if you have a large number of workers in the organization.
3. Monitor long-term and short-term activities
Employees’ monitoring has the most impact if it is structured. Start by reviewing how they complete day to day tasks and extend it to evaluating how they perform over a long period. You get an outlook on the impact of the employees’ productivity levels from the combination of monitoring them on a short and long term basis.
4. Use meetings to communicate expectations
Organize daily or weekly meetings to share goals and expectations with the employees. As good practice for managers, you should assess previous task results, through reports and tracking data, and use it to set the goal for the next set of tasks.
Announce the goals to the employees in the meeting, and encourage them to prioritize accordingly based on their deadlines.
5. Consider the output and profits
Start the monitoring process from the results, and work up to the processes and methods used. Most of the time, you should consider the output of the organization. You can then track back the contributions of the workers to the production.
It enables you to ascertain if the improved productivity levels of the worker are translating to increased output and profit margin. It also allows you to monitor and understand the impact of the individual worker’s productivity on the set end goal.
6. Prioritize quality, not quantity
You should generally focus on monitoring the quality of the tasks finished. Measure parameters such as deadlines, task completion rate, and achievements, more often. It yields more results, and you would know how the workers are performing.
You can still take other metrics such as time spent on the job, but we’d instead recommend that for medium to large establishments.
7. Talk with the employees
It might feel a little strict for an employee if the organization monitors his/her work activities without seeking his/her feedback.
Therefore, it is an excellent approach to find out from the workers what they feel could help their work output. Take time out to ask them to evaluate the performance improvement methods that you’ve set as a manager.
However, there might be some degree of subjectivity in the feedback, so you need to make room for that. In the end, results are much more prominent if the evaluation of methods comes from the manager and the employees’ end.
The combination of communication methods and digital tools helps in monitoring employees’ productivity rate and performance. Both ways, as with all strategies, have their advantages and drawbacks. It is pertinent to strike a balance between the monitoring strategies you’d use and checking their effect on the employees themselves.
Do you think employee monitoring works? We believe it is subjective and has proven to be useful for several organizations. Let us know what works for you as a manager, and how you’d use one or more of the tips explained above.
Lori Wade is a journalist from Louisville. She is a content writer who has experience in small editions, Lori is now engaged in news and conceptual articles on the topic of business. If you are interested in getting in touch please go to her LinkedIn profile.