From the course: Performance Management: Setting Goals and Managing Performance
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Gathering performance data
From the course: Performance Management: Setting Goals and Managing Performance
Gathering performance data
- After setting useful goals, you'll eventually have to judge the progress that's been made. And for that, you need data. I know you're busy, but don't make the mistake of waiting until the last minute to try and determine whether or not your employee is doing well. It's a lot smarter to develop your own data-gathering process, one that you're focused on every week. A small amount of time will save you from a huge headache later. Start by observing. The most often overlooked tool is observation. You're at work, you interact with your employees, so it's natural to hear about their progress and work completed. But you're just one source of data. The next most common approach is to have the employee self-rate. Yeah, it's a difficult task to accurately rate oneself. But biases aside, it's useful data because it pushes employees to share how they feel about their performance. Sometimes they'll rate themselves too high or too low. But in either case, it provides you a great place to start…
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