In this series of blog posts we are examining process questions that can assist supervisors, managers, mentors, coaches, etc., who are in position to analyze employee performance.
Why is this important? Because, ongoing employee analysis enhances an employer’s ability to move an organization’s business strategy forward while ensuring the right people get the right development activity at the right time.
Earlier, we processed Step One – Evaluating employee knowledge, skills, abilities, and attitudes.
Last week, we turned our attention to Step Two in the process – Evaluating Inputs.
In this post, we examine evaluating outputs. According to Raymond Noe, author of Employee Training and Development, “Output” refers to the job’s performance standards.
Although not an exhaustive list, the following questions can help determine if employee output is satisfactory or exceeds job performance standards:
- Does the employee know at what level he or she is expected to perform?
- Do we consistently clarify standards of excellence?
- Do our development opportunities include clear objectives?
- Are there certain competencies we have not defined in behavioral terms?
- If so, how and when do we do that and how will we subsequently communicate those terms to our employees?
It is not enough to ask these questions. We must take time to process them openly, honestly, and without bias. When we do that, we not only help our employees improve performance – we also help heads and hearts stay aligned with mission, vision, and values.
We will review Step Four – Evaluating Consequences in next week’s post.
Until then – Happy Training!