In today’s technologically-advanced world, more and more companies are relying on online strategies and techniques to gain new customers. One of the most common tactics is coming up with software and apps that customers will find value in. These kinds of software can have features that allow you to browse your inventory, interact with your staff, check your account, and more.
A company is only as good as the employees behind it—or in it, as the case may be. An accurate and consistent employee performance evaluation is key not only to individual success but also to the overall growth of an organization.
Employee performance metrics are essential when tracking how well an employee is performing. But it can be tricky to properly implement such metrics. There are many different standards that can be used, and the most effective ones will be based on the roles of your team members and your business overall.
Below are 5 of the best ways to measure employee performance in the workplace.
1. Set Timely Individual Goals
Individual employee goals can tell you a lot about the people working in your company. Whether or not the employee is meeting their individual work objectives can give you a clear picture of how they are performing, even if you do not have daily interactions with them. It also gives you a better idea of each team member’s initiative and attitude towards personal responsibility.
If you want to gain the most insight on employee performance by looking at their individual goals, let your employees set their own goals—ones that are both timely and measurable. And then use the goals they set for themselves as the standards that you hold them to.
2. Look at their Personal Habits
Observe the personal habits of your employees, as these can hugely affect their work performance. Common habits like chewing on pens, humming, or tapping out song tempos on the desk may be annoying, but they’re generally harmless quirks. It’s the truly destructive, unproductive habits that you need to be on the lookout for.
These negative habits include taking unauthorized breaks, being involved in office gossip, use of computers for personal reasons, and any disruptive behavior. To keep such practices from being adopted by the other employees, be clear about what habits are acceptable in your company. It also helps if you release an appropriate behavioral code they can refer to.
3. Avoid High Amounts of Non-measurable Numbers
Avoid telling people the exact number of their score when it comes to performance. Numbers can be meaningless without a source to reference, and the specific ones are not even actionable. Try changing things up and using your words instead. Explain where they are, what you’ve observed about them, how they fit into the grand scheme of the business, and so on. This gives people a better idea of how they are doing.
4. Reduce the Complexity of Measurements
You should not need an interpreter when measuring performance. Complexity just makes things needlessly difficult. Keep everything simple and stay consistent when doing the measurements. Be sure they’re clear, concise, and straight to the point.
When you have to deliver performance evaluations, it’s important that you watch your language, terminology, and explanations. You need to be sure that everything you say makes perfect sense and is 100% actionable in order for your employees to improve.
5. Think Win/Win Scenarios when Determining Performance
You need to stress teamwork and cooperation when conducting an evaluation. People need to feel that they’re being rewarded for all the work they do. Once they don’t feel valued in the team they belong to, they may feel the need to prove they’re better than the other employees. This kind of thinking can only lead to conflict, which is emotionally destructive at worst and counter-productive at best. You should therefore do everything you can to discourage this line of thought.
If you want your business to succeed, hiring dedicated software developers should be one of your top priorities—especially if your business is in the tech industry. It goes without saying that having incompetent and unreliable developers on your team can result in wasted time and hundreds—if not thousands—of dollars.
Any good business owner knows that the worth of their company lies in its people. This is why they’re not afraid to invest so much in human resources; successful employees are key to a successful startup. And as any technical recruiter knows, sourcing and hiring such successful employees takes effort and time. This is why it typically takes so long before businesses break even.
As the economy moves towards globalization, more companies will need to step up their game—particularly where software engineering is concerned. They need to work harder to gain a competitive edge over other companies by becoming more efficient, providing stellar customer service, and cutting their overall costs.
One of the most integral pieces of most business processes is Software Development. It is a dynamic process that includes half a dozen extensive steps, from data analysis to initial design and coding. Whether it’s for a small business or a large corporation, software development needs two things for successful execution: an expert developer with considerable experience, and comprehensive, fully functional programming software.
One of the biggest selling points of outsourcing is that you skip a lot of the traditional hiring process and go straight to the project execution. Choosing to outsource a software developer is much of the same; you look at your options, select the outsourcing company you believe you can benefit from the most, and then they send over one or two of their best people. There’s no need to post a job listing, hold an interview, or comb through CVs and resumes.
Generally speaking, technical recruitment is a logistical nightmare. From the moment you post the job listing up until the end of the on-boarding process, your company has to devote a hefty amount of resources (both material and human) just to pick and choose the new employees. The oftentimes wasteful inefficiency of this option is what drives most business owners to outsource a dedicated software developer for most of their major IT projects rather than create their own in-house team. In fact, outsourcing is widely considered to be one of the best technical recruitment solutions available.
Outsourcing your software development needs has become somewhat of the norm, and for a good reason. Onthe forefront of the movement is the price cut – which can be about half of what in-house firms pay. But outsourcing comes with other benefits as well, and these benefits vary in their nature and magnitude depending on which aspect of the software development process you choose to outsource. Here we will focus on the reasons that outsourcing your Quality Assurance (QA needs) will benefit your company.
Outsourcing your software development needs can yield endless benefits for your business practice. It opens a whole new world outside of your home country giving you the opportunity to bring in outside perspective and experience, as well as cutting price tags and increasing your bottom line. For these reasons, you have probably either considered outsourcing or have made it a resident part of your business model. But whether you are still exploring or have had your share of experience with outsourcing, it is essential that you ensure your practices are precise and are going to improve your business climate rather than cause you unnecessary headaches. To help you do this, we’ve created a checklist of mistakes that you should avoid when outsourcing software development: