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Establishing employee performance goals ensures that all employees are operating at an optimum level, both professionally and personally. Before setting individual performance goals, be sure employees are aware of the long-term ‘big picture’ organizational goals first. This way everyone starts on the same page. Make sure that each employee understands how their performance fits into the big picture and what is expected. When setting goals, be specific about what you want to accomplish. Devise a way to measure whether the goal was achieved, be it qualitative or quantitative. Additionally, make the goal attainable – the point of the goal is to motivate your employees, not discourage them. Lastly, set a realistic timeline in which the goal is expected to be achieved. A performance timeline ensures accountability and provides a sense of urgency. The goals you set should be relevant to your organization, while at the same time, motivating your employees and investing in their professional development.

What are Biometric TimeClocks?

Employee performance appraisals are imperative for many businesses to function smoothly, as they ensure that everyone is communicating and doing their job at an optimal level of performance and efficiency. However, sometimes it is difficult to give employee feedback – wording something incorrectly can cause misunderstanding and may even come across as offensive, even if that was not the intention. If an employee is struggling with their performance, it is important to clearly phrase their need for improvement in a positive light to avoid any chances of miscommunication or offense.

Choosing the right type of performance appraisal for your employees can be daunting. From manager only, employee and manager, or peer-review, to 360-degree feedback, 360-degree extended feedback, and even a custom review group. The variety of methods available allows managers to choose the type of appraisal that best identifies strengths and weaknesses of employee performance for the particular employee based on the type of role they have. For example, someone who works in the back office primarily by themselves might benefit most from an employee and manager review, while someone in sales may benefit from a 360 degree extended appraisal that includes key clients.

There are many ways to track employee time worked. Hourly employees must “punch in” at the beginning of their work period, and “punch out” at the end. However, time tracking needs from hourly employees are not the same as those for employees on salary. Employees who are on salary will need to acknowledge their work period and indicate any time off but would not have need to punch in and out like their hourly coworkers. There are many methods in which an employee can record their time, and some methods work better than others depending on organizational and workforce needs.