Setting the right performance standards


The success of a company is bound to the performance, productivity and dedication of its employees. You can have all the necessary tools for success, but if your employees are not all on the same page, your efforts and resources will go to waste. Setting performance standards will allow you to determine if your staff is meeting company targets and whether your organization is going down the right path. It’s critical that everyone values and works towards the same goals. Performance standards help workers understand the importance of their role and its impact on the company’s success. The following tips can help you set up performance standards for your company.

Collaboration: When setting up goals for each position, management should collaborate with employees. Both sides must work together to make sure the standards are realistic and in line with company goals. Also when employees participate in this process, they will feel valued and be more motivated as a result.

Hierarchy: Make sure to create standards according to the hierarchy of the position. Management roles should have a higher standards for accountability, productivity and leadership.

Job Description: Go over the responsibilities and requirements of each position, sit with the employee and discuss what types of standards can be set for the role. This will help you determine if they are meeting targets later on and compare employees performance.

Data: Consider data from previous years to help determine new standards. Having real statistics will help you to set realistic targets.

Prioritize: Every position will have multiple goals to meet, but some of those targets will be more important and have a higher impact on the company’s success. It’s vital that management and employees understand this and give priority to the correct targets when setting up standards.

Monitoring: Establish how your management will be able to monitor employee performance. Things like quality, quantity, cost and completion time should be accounted for. Based on these elements you can determine if a person is being effective and productive.

Performance Evaluation: Set up times for your management to meet with employees and discuss their performance. Preferably every 6 months or at the end of each project. This discussion needs to be a two way review. Give your employee the opportunity to voice their concerns and let you know what type of issues they are experiencing and the improvements they recommend to better deal with these problems in the future. Encourage management to give constant feedback and maintain open communication with employees.

Performance standards should be communicated in a way that everyone at the company understands. Bear in mind that sometimes external aspects will constrain your employees’ ability to perform at optimal levels. Talk to them and let them know their well-being is as important as their output. Make sure everyone has the necessary tools to perform their job and offer a good work environment. Lacking either these will greatly affect staff performance. Most importantly constantly review and update performance standards. Constant self-evaluation is a necessity for success.

V. Sanchez  |  DBPC BLOG

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