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Measuring Staff Performance – Take Out The Hassle

There is often a lot of discussion within businesses about the best methods of measuring staff performance.

The ability to develop and maintain a high-performing workforce is key to success, or even survival during economic hard times.

Measuring Staff PerformanceToday, we turn to expert HRwisdom contributor Leon Noone for some excellent advice on staff motivation.

Leon established his management consulting business in 1978. His core business is helping managers in small-medium business to improve the day to day job performance of their staff.

Leon offers you his usual straight-talking advice on how to take the hassle out of measuring staff performance.

Over to Leon . . .

Practical Performance Appraisal: Measuring Staff Performance Successfully Without Filling Out Forms

The term “performance appraisal” usually means filling out forms, reviewing employees’ work, a formal interview and planning development or remedial activities. And it’s often a hassle. It shouldn’t mean any of that.

Performance not Politeness

Formal performance appraisal systems often ask managers to comment or rate all sorts of things.

Some of these are not only difficult to judge, but have little or nothing to do with performance: demeanour, presentation, co-operation, initiative, attitude, to mention a few.

Make sure your performance appraisal is about performance – the results that the employee achieves on the job.

Performance and Behaviour

I’ve read lots of definitions of these words. The best I’ve found is this: “Performance is what you leave behind. Behaviour is what you take with you.” (Tweet this quote now)

Managers often allow employee behaviour to interfere with evaluation of their performance. When this happens, “good” behaviour often masks poor performance and “poor” behaviour overrides good performance.

A large international company once sought my advice about the behaviour of their leading salesperson.

This person had averaged more than 30% over sales budget for 3 years. But his paperwork was poor.

The company was seriously considering “letting him go” due to the poor paperwork.

I suggested that they employ someone to keep his paperwork up to date and give him more time in the field where his performance showed that he clearly excelled.

Clear Performance Standards

To measure performance you must have clear measurable performance standards.

If you don’t tell your employees exactly what performance you expect, how can you measure whether they provides it? That’s the purpose of performance standards.

You Get What You Expect

Expect the best.

Explain to employees exactly what you mean by “best” and how you’ll measure it.

Create systems to enable them to attain “best”. Do that and you’ll probably get “best” or close to it.

Fail to do it and you’ll be lucky to get third best. That’s what employees will believe you expect.

The best thing a manager can do for employees is to put systems in place that make it impossible for them to fail.

Appraisal Daily

You should be measuring employee performance at least weekly and preferably daily.

This is simple, precise and fast when you have clear, measurable performance standards.

If your standards are clear enough and your systems are sound enough, your employees will know how well they’re doing long before you do. They will measure their own performance through the system. And you’ll know too.

Stay Informed and Prepared

Good systems and clear performance standards are the cornerstones of superior staff performance.

With these in place, you’ll have ready access to the information you need to decide “how well they’re doing”.

And so will employees.

If you want to have a formal interview with an employee, you’ll have plenty of time and be well prepared.

Abandon The Appraisal Form

Filling out an elaborate form once every six or twelve months is nothing more than a bureaucratic construct created by HR specialists more interested in bureaucracy niceties than measuring performance. (Tweet this quote now)

It also requires managers to review work over an almost impossibly long time.

There’s no need for it. Stop doing it.

Use Performance Standards and Systems Instead

Today’s technology means both manager and employee can tell how well the employee is performing monthly, weekly, even daily.

Make employees responsible for measuring their own performance.

You shouldn’t have to wait six or twelve months to find out.

Conclusion

There’s no need to complete a form in order to undertake a successful performance appraisal.

In fact, filling in elaborate appraisal forms is likely to hinder rather than help successful appraisal.

Make employee performance a daily concern.

And expect the best.

How To Measure Staff Performance

Thanks to Leon for his excellent advice on how to get the best out of your employees. Such advice is well-timed as businesses face trying times as the economy continues to suffer.

We encourage you take action on Leon’s advice.

Remember, you can learn more about Leon and his excellent HR services by visiting his website here: Leon Noone.

Finally, as always, we welcome you to share this HRwisdom Blog post with your friends and colleagues.

HRwisdom

New HR Infographic On The Right Way To Create Employment Contracts

Recently, here on the HRwisdom Facebook Page, we shared a new HR infographic explaining the right way to create employment contracts.

The new HR infographic explains the key elements to ensuring that you have a good employment contract development process in place. Tweet This Infographic New HR Infographic - How To Create Employment Contracts

The picture quickly outlines aspects such as:

  • Drafting your employment contract.
  • Understanding minimum entitlements.
  • Legal advice on social media and other tricky areas.
  • How to explain the contract to your new employee.
  • The employee contract review process.
  • Documenting the agreement.

The diagram is a very handy guide for any organisation trying to ensure that there are no hiring contract issues down the track.

Interested? Jump over to the HRwisdom Facebook Page now to see the new HR infographic.

For more workforce management information, watch the following HR video:


Local Workplace Law Advice For Employers

HRwisdom

 

The Main Workforce Management Mistake Made During A Slowdown

When times get tough, there’s one big workforce management mistake that tends to get made by many businesses . . .

Employee engagement falls off the radar.

The Forgotten Case For Employee Engagement

It depends on who you talk to, of course, but most HR-minded folk would agree that there is a fairly strong business case in favour of increasing employee engagement.

After all, here’s what the hugely influential Gallup organisation had to say about employee engagement as part of their ongoing assessment in which they interviewed more than 3 million employees since 1997:

Employee Engagement“Engaged employees are clearly more valuable to your company than disenchanted ones. Great managers and leaders know this instinctively, and The Gallup Organization’s latest research into employee engagement levels among the U.S. workforce confirms it. In fact, according to Gallup’s calculations, actively disengaged employees – the least productive – cost the American economy up to $350 billion per year in lost productivity.”

At an individual employee level, Gallup calculated that each disengaged employee costs businesses approximately $3,400 for every $10,000 paid in salary. Click to tweet

In contrast, Gallup suggested that engaged employees were far more productive and profitable due to their very strong customer focus and heightened sense of self-accountability. These types of employees were also noted as being stayers – their average tenure within organisations is longer and so they continue to contribute to economic grow over the long term.

In an economic downturn, this sort of real data and positive reviews would reasonably be expected to lead all organisations to eke out maximum business performance by further encouraging employee engagement efforts.

However, we continue to see industry surveys and reports that show that many employees are either dissatisfied or actively disengaged in their work.

In Australia, a recent large-scale workforce survey conduct by Insync found that just over half of all people voluntarily leaving their employers were doing so due to disengagement. Click to tweet

A Focus On Survival

The most likely reason for a company’s loss of focus in this vital area is the simple need for survival.

In tough economic times, many organisations will focus all their energy on purely operational matters.

Some short-sighted companies have seen the economic downturn as an opportunity to get rid of the ‘dead wood’ but such an approach is rarely done with longer term consequences in mind.

Jack Welch became known for his tough approach to performance management and firing but he was careful to combine this with a very strong focus on employee engagement for those who remained.

Organisations that lose sight of the needs and expectations of their workforce at any time place the future in jeopardy.

This is especially true in hard times.

Indeed, our friends over in the UK recognised this fact with a report commissioned by the Secretary of State for Business, Innovation and Skills arguing that: “wider delivery of employee engagement could have a positive impact on UK competitiveness and performance both during the downturn and in powering through to recovery.”

How To Benefit From A Recession

A time of recession or low growth is exactly the right time to be maximising the performance and discretionary efforts of the workforce.

Any person who thinks that an economic downturn is no time for achieving businesses management excellence should keep in mind the findings from the well-known Kauffman Foundation study of a few years ago. The study revealed that just under half of Inc. Magazine’s Fastest Growing Companies and 57% of the Fortune 500 companies had been founded during a recession or bear market. Click to tweet This included many companies that value and encourage discretionary effort and staff motivation such as Sears, General Electric, 3M, Ford, Boeing, State Farm Insurance, and Delta Air Lines.

Tough trading conditions are no excuse to drop the ball by not seeking maximum levels of staff motivation. In fact, they offer proactive businesses a competitive advantage.

HRwisdom

HR Video On The Benefits Of Building A Diverse Workforce

Today HRwisdom is sharing an HR video on the benefits of building a diverse workforce.

Diverse WorkforceWith an ageing population, skills shortages of the past will return but with greater intensity.

Many business managers and human resources professionals will recall the great difficulties involved in recruiting during the last economic boom.

Small business owners regularly complained about being squeezed out of the labour market by a shortage of suitable staff that they could reasonably afford to hire.

One of the ways that the Federal Government is trying to address this issue is to encourage employers to become more open in their recruitment search and to take on a more varied work group.

One particular video highlights the fact that there are significant productivity and cost benefits involved with hiring a more diverse workforce. Tweet this fact

The video is a case study which looks at the advantages that hiring a diverse labour force can bring for Australian businesses. David Miao from Woolworths and Dominic Calabro from Catholic Homes discuss the topc and share their experiences.

Some of the discussion you’ll hear includes:

“Some employers think that people with disability and older workers will be less productive than co-workers but in fact, they take less sick days and have been rated higher in productivity, flexibility and attendance.”

“Some employers think that diversity won’t fit into their workplace with their customers, but in fact, diverse workforces have a positive influence on workplace culture and can increase customer loyalty.”

“Some employers think that people with disability and mature age workers will be more prone to accidents. In fact, the opposite is true.”

“In effect, the numbers don’t stack up. We’ve got an ageing workforce. We’re employing a more diverse workforce, yet our incidents WorkCover claims have continued to decrease.”

“Employers can be concerned that they don’t have the time or money to diversify their workforce, but in fact, employers may be eligible for a range of support from the Australian Government.”

Let’s hear some of the thoughts shared on the video . . .

HR Video on Building A Diverse Workforce

As always, feel free to share this with your colleagues.

HRwisdom

Do You Agree That Australia’s Employment System Needs This Change?

A recent edition of The Australian newspaper led with a strong call for change to Australia’s employment system.

Australia's Employment SystemThe editorial was up-front and very clear in its argument that the workplace relations system was unwieldy, complex, and very costly in a variety of ways.

As part of its case, the newspaper quoted a study which found that four out of five employers felt the current labour laws had made business more difficult.

Here’s a brief extract of the editorial – we wonder what you think?

Here’s something for politicians to think about on the beach. Who is benefiting from Australia’s inflexible industrial relations system? Not the young workers and other casual staff missing out on shifts in shops, hot bread kitchens and cafes across the suburbs and even in tourist areas. Not their employers who find it more economical to close over the holiday season than pay the prescribed $40, $50 or more an hour. And not the customers paying more in the outlets that are open.

For five years, Julia Gillard’s Fair Work system has unwound 20 years of hard-won industrial relations reforms achieved primarily by the Howard government, but also by the Hawke-Keating governments, that encouraged decentralisation and insisted on workplace efficiencies in return for wage rises.

For the sake of prosperity over the next 20 years, especially in the slower sectors of the two-speed economy such as retail, tourism and manufacturing, both sides of politics must focus in the new year on more productive workplace relations.

The editorial then moved on to describe the expected consequences of not making changes to the national industrial relations system:

Youth unemployment in parts of Australia is already close to 20 per cent and will worsen as the economy slows. Tweet this statistic

As reported yesterday, a survey of 562 small and medium-sized businesses in NSW, Victoria and Queensland found that four out of five employers said the current labour laws had made business more difficult because of the compliance costs and complexity associated with the Fair Work Act (tweet this statistic) and the modern award system. One respondent to the survey, Mudgee-based earthmoving business Kodiak, spent $30,000 on legal fees to negotiate the intricacies of the act to strike an enterprise bargaining agreement with drivers and equipment operators. Tweet this statistic

Nor has Fair Work ushered in the harmony promised by Labor. Strikes in the construction industry, as well as in state public services, pushed the number of working days lost in the September quarter to their highest level in eight years. Tweet this statistic

The newspaper editorial continued with further such arguments and there was no sitting on the fence. It’s worth a read.

In an election year, we can be sure that Australia’s employment system will be up for a lot more intense scrutiny and debate.

We’ll keep you posted . . .

HRwisdom

Best Employment Law Advice Australia

Best Employment Law Advice Australia

At HRwisdom, as an HR resources website that helps Australian organisations with staff and human resources issues, we have high standards when it comes to the best providers of employment law advice in Australia.

Best Employment Law Advice AustraliaThis is especially important when we continue to face ongoing changes to legislation that affects employment across the country.

This includes pay and conditions, unfair dismissal, OHS, anti-discrimination and other such areas.

[box type=”note”]Click here to see your: Best Employment Law Advice Australia [/box]

Being well-organised and having good advice before things go wrong is the best way to manage any business.

There are many types of employment-related problems that employers in Australia regularly face.

These types of challenges that can seriously affect the performance, profitability, and standing of any business.

HRwisdom have been fortunate to find a selection of friendly and professional workplace law advice firms that really know their stuff.

One of the big things we prefer about these legal firms is their focus on being proactive so that you can prevent dramas before they arise.

This is important because unfair dismissal claims, hiring contract disputes and other such hassles tend to appear right when your all-important report is due or just as you’re about to give a major briefing.

[box type=”note”]Click here to see your: Local Employment Law Experts [/box]

Having your workplace systems and processes assessed and quickly in place is definitely the best way to prevent the majority of employment claims and disputes.

Best Employment Law Advice in Australia

Whilst it is up to you which lawyer you use, HRwisdom trusts and enjoys working with these smart, friendly and forward-thinking employment legislation firms.

You can find their background information right here:

Click here to see your: Local Employment Law Experts

HRwisdom

Best Employment Law Advice in Australia Related Video

 



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Tasmania Useful Labour Market Information

The Australian Labour Market Report provides Labour Market Information for Tasmania businesses and introduces you to a wide range of information about the labour market, employment and training.

Tasmania Useful Labour Market InformationThe area to download the report is below.

The report includes detailed workforce information about specific industries and all labour markets around Australia, including Tasmania.

[box type=”note”]Click here to get: More HR Advice [/box]

In national terms, there are 19 broad industries in Australia. In employment terms, the largest are Health Care and Social Assistance, Retail Trade and Construction which each employ more than 1 million workers. Manufacturing is also a large employer, with almost 950 000. These four industries combined, employ two in every five Australian workers.

It is interesting that, although the Mining industry experienced the largest percentage rise in employment (75.5%), it had only the fourth largest number of new jobs and accounts for 2% of national employment.

Over a five year period, employment fell in Manufacturing, but there are still more people employed in Manufacturing than there are in the Arts and Recreation Services; Information Media and Telecommunications; Rental, Hiring and Real Estate Services; and Electricity, Gas, Water and Waste Services industries combined. The decline in Manufacturing is part of a long-term trend reflecting structural adjustment in the Australian economy.

Useful Labour Market Information of Tasmania

Many industries, such as Agriculture, Forestry and Fishing; Mining; and Manufacturing create thousands of jobs in other industries, such as Transport, Postal and Warehousing; Professional, Scientific and Technical Services; and Construction.

Where are the new jobs?

Over the five year period, around 1.1 million jobs were created.
The largest growth was in:

  • Health Care and Social Assistance (up by 276,000)
  • Professional, Scientific and Technical Services (122,300)
  • Education and Training (114,700)
  • Mining (102,900)
  • Construction (100,700)

Which industries had declining employment?

Employment declined in four industries over the five year period:

  • Manufacturing (down by 72,100)
  • Information Media and Telecommunications (46,800)
  • Agriculture, Forestry and Fishing (25,400)
  • Rental, Hiring and Real Estate Services (2600).

Which industries have the most jobs in regional locations?

Although Agriculture, Forestry and Fishing has the highest proportion of its employment in regional areas (87%), followed by Mining (61%), the largest numbers of jobs in regional Australia are in:

  • Health Care and Social Assistance (almost half a million)
  • Retail Trade (more than 470 000)
  • Construction (around 407 000).

Download The Australian Labour Market Report

Useful Labour Market Information in Tasmania

Here is the link to download the Labour Market Report produced by the Australian Government, all you need to do is:

  1. Click on the link below.
  2. Come back to this page and use the orange form on the right to download over 40 free quality HR templates and reports.

[sociallocker id=”4427″] Labour Market Report [/sociallocker]

Useful Labour Market Information in Tasmania Related Video

 



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Good Workplace Law Advice Victoria

At HRwisdom, as an advisory website that helps Victoria organisations with staff management and human resources issues, we have high standards when it comes to providers of good workplace law advice Victoria.

Good Workplace Law Advice VictoriaThis is especially important when we continue to face ongoing changes to legislation that affects employment in Victoria.

This includes pay and conditions, unfair dismissal, occupational health & safety, discrimination and other such areas.

[box type=”note”]Click here to get: Victorian Employment Law Advice [/box]

Being proactive and having well-considered advice before things go wrong is the best thing to manage any business.

 

Good Workplace Law Advice of Victoria

The types of {problems|topics|issues} that {businesses|organisations|employers} in Victoria regularly seek {trusted|expert|well-considered} advice on include:

  • {Handling|Managing|Dealing with} unfair and adverse action claims
  • Restraint of trade clauses
  • {Handling|Managing|Dealing with} under-performing employees
  • {Handling|Managing|Dealing with} workplace redundancies
  • Drafting of employment contracts
  • {Correctly following|Working with|Dealing with|Interpreting} awards
  • {Occupational|Workplace} health & safety incidents
  • Discrimination and {bullying|harassment} {claims|allegations}
  • Fair Work Ombudsman {issues|claims|investigations}
  • {Bargaining for|Negotiating|Establishing} enterprise agreements
  • Buying and selling {enterprises|businesses}
  • {Union official|Union representative|Union} right of entry
  • {Managing|Dealing with|Responding to} government inspectors
  • And other such legal issues

These are the types of {problems|issues|challenges|hurdles} that can seriously {impact on|affect|drag down} the performance, profitability, and {standing|reputation|well-being} of any {organisaation|business|employer}.

{HRwisdom|We} have been {fortunate|lucky} to find a selection|handful|number} of friendly and professional Workplace Law Advice firms that really know their {topics|stuff|area}.

One of the {big|main|key} things we {prefer|like} about these {law firms|firms|legal firms} is their focus on being {fast-moving|proactive} so that you can prevent {dramas|problems} before they arise.

This is important because unfair {termination|dismissal} claims, {hiring|employment} {documentation|contract} {disputes|arguments} and other such {problems|hassles} tend to {arise|appear} {just|right} when your {important|major|all-important} report is due or just as you’re about to give a {significant|major} {talk|briefing|presentation}.

[box type=”note”]Click here to get: Local Employment Law Advice [/box]

Having your {workplace|employment} systems and processes {assessed|audited} and {correctly|quickly|properly} in place is definitely the best way to prevent the majority of {employment|workplace} claims and disputes.

Good Workplace Law Advice in Victoria

Whilst it is up to you which lawyer you use, HRwisdom respects and enjoys working with these smart, friendly and proactive workplace law teams.

You can find their contact information here:

Click here to see your: Workplace Law Advice” href=”http://hrwisdom.com.au/employment-lawyers/” target=”_blank”>Local Employment Law Experts

HRwisdom

Good Workplace Law Advice in Victoria Related Video

 



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Victoria – Good Workplace Law Advice

At HRwisdom, as an HR resources website that helps Victoria employers with staff management and human resources issues, we have high expectations when it comes to providers of good workplace law advice Victoria.

Victoria Good Workplace Law AdviceThis is particularly important when we continue to face ongoing changes to legislation that affects management of staff in Victoria.

This includes pay and conditions, unfair employment termination, workplace health & safety, discrimination and other such areas.

[box type=”note”]Click here to get: Victorian Employment Law Advice [/box]

Being well-organised and having the right advice before things go wrong is the best way to manage any business.

 

Good Workplace Law Advice of Victoria

The types of issues that employers in Victoria regularly seek well-considered advice on include:

  • Dealing with unfair and adverse action claims
  • Restraint of trade clauses
  • Handling under-performing employees
  • Dealing with workplace redundancies
  • Drafting of employment contracts
  • Correctly following awards
  • Workplace health & safety incidents
  • Discrimination and harassment allegations
  • Fair Work Ombudsman issues
  • Establishing new enterprise agreements
  • Buying and selling enterprises
  • Union right of entry
  • Dealing with government inspectors
  • And other such legal issues

These are the types of challenges that can seriously affect the performance, profitability, and standing of any organisaation.

HRwisdom have been fortunate to find a selection of friendly and professional Workplace Law Advice firms that really know their area.

One of the big things we prefer about these firms is their focus on being fast-moving so that you can prevent dramas before they arise.

This is important because unfair dismissal claims, hiring contract arguments and other such problems tend to appear right when your all-important report is due or just as you’re about to give a major talk.

[box type=”note”]Click here to get: Local Employment Law Advice [/box]

Having your employment systems and processes assessed and quickly in place is definitely the best way to prevent the majority of workplace claims and disputes.

Good Workplace Law Advice in Victoria

Whilst it is up to you which lawyers you use, HRwisdom trusts and enjoys dealing with these smart, friendly and on the ball employment law teams.

You can find their contact details right here:

Click here to see your: Workplace Law Advice” href=”http://hrwisdom.com.au/employment-lawyers/” target=”_blank”>Local Employment Law Experts

HRwisdom

Good Workplace Law Advice in Victoria Related Video

 



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Regional Northern Territory – Useful Labour Market Information For Employers

The Australian Labour Market Report provides Labour Market Information for Regional Northern Territory businesses and introduces readers to a good range of facts about the labour market, employment and training.

Regional Northern Territory Useful Labour Market InformationThe area to download the report is below.

The report includes detailed workforce information about specific industries and all labour markets around Australia, including Regional Northern Territory.

[box type=”note”]Click here to get: More HR Advice [/box]

In national terms, there are 19 broad industries in Australia. In employment terms, the largest are Health Care and Social Assistance, Retail Trade and Construction which each employ more than 1 million workers. Manufacturing is also a large employer, with almost 950 000. These four industries combined, employ two in every five Australian workers.

It is interesting that, although the Mining industry experienced the largest percentage rise in employment (75.5%), it had only the fourth largest number of new jobs and accounts for 2% of national employment.

Over a five year period, employment fell in Manufacturing, but there are still more people employed in Manufacturing than there are in the Arts and Recreation Services; Information Media and Telecommunications; Rental, Hiring and Real Estate Services; and Electricity, Gas, Water and Waste Services industries combined. The decline in Manufacturing is part of a long-term trend reflecting structural adjustment in the Australian economy.

 

Useful Labour Market Information of Regional Northern Territory

Many industries, such as Agriculture, Forestry and Fishing; Mining; and Manufacturing create thousands of jobs in other industries, such as Transport, Postal and Warehousing; Professional, Scientific and Technical Services; and Construction.

Where are the new jobs?

Over the five year period, around 1.1 million jobs were created.
The largest growth was in:

  • Health Care and Social Assistance (up by 276,000)
  • Professional, Scientific and Technical Services (122,300)
  • Education and Training (114,700)
  • Mining (102,900)
  • Construction (100,700)

Which industries had declining employment?

Employment declined in four industries over the five year period:

  • Manufacturing (down by 72,100)
  • Information Media and Telecommunications (46,800)
  • Agriculture, Forestry and Fishing (25,400)
  • Rental, Hiring and Real Estate Services (2600).

Which industries have the most jobs in regional locations?

Although Agriculture, Forestry and Fishing has the highest proportion of its employment in regional areas (87%), followed by Mining (61%), the largest numbers of jobs in regional Australia are in:

  • Health Care and Social Assistance (almost half a million)
  • Retail Trade (more than 470 000)
  • Construction (around 407 000).

Download The Australian Labour Market Report

Useful Labour Market Information in Regional Northern Territory

Here is the link to download the Labour Market Report produced by the Australian Government, all you need to do is:

  1. Click on the link below.
  2. Come back to this page and use the orange form on the right to download over 40 free quality HR templates and reports.

[sociallocker id=”4427″] Labour Market Report [/sociallocker]

Useful Labour Market Information in Regional Northern Territory Related Video

 



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