Measuring and predicting employee job performance can be as scientific as you wish. There’s a plethora of tools and goal measurements that are available to make the job easier in terms of pure data and information, but that often doesn’t tell the whole story.

For example, such applications might fail to take into account a person’s wellbeing or effort, or family circumstances. They also fail to address conclusions, and ‘what happens next’ – if the figures tell you that someone is struggling, they might not always suggest the appropriate course of action to take.

However, that doesn’t mean that you should not take employee performance evaluation through software from companies such as CIPHR seriously – here are ways to gauge your worker’s performance accurately.

Punctuality

Ask yourself – would you tolerate an employee who consistently arrives in the office late and leaves early, but is very productive when they are there? In an environment where many of us can work remotely just as easily as at a work desk, should we really restrict ourselves to 9-5, and judge our employees on it? The likelihood is that someone who arrives sloppily will probably show the same attitude in meetings and towards work deadlines, but not necessarily.

Quality of work

This can be quite a subjective measure, but work of an exceptional and consistent quality is a strong way to ascertain if an employee is performing. It isn’t quite as simple as that though; basing a worker’s work purely on its quality does not measure effort, attitude, or productivity, for example.

Also, who is more valuable – someone who regularly produces stunning and brilliant work but also intermittently creates poor quality work, or the worker who always manages average to good work?

Sales

Sale figures is the simplest to assess because it relies on pure quantifiable data. It does not, however, measure efficiency, teamwork – in fact, it might work in reverse in this regard – and outgoings. It’s not perfect, but it is at least easy to analyse as an individual statistic.

Feedback from clients/customers

This is a common way of measuring, through questionnaires, text message, focus groups and other methods. Again, there might be issues; is it fair to judge an employee on the feedback of someone who may be a keyboard warrior?

Are numbers more important than someone’s manner on a phone? Another method that goes back decades is the ‘mystery shopper’ – as Business Knowhow suggests, this is underused but might be one of the most accurate ways that a boss or HR department can gauge employees.

Technology adaptability

In the 21st century there are also other, newer methods of monitoring performance. For example, one could measure social media engagement, input into email marketing, video production downloads, and many other technologically advanced KPIs.

These measures clearly depend on the type of business being run, and an employee’s ability to adapt to new environments and working practices – but there are undoubtedly some companies that could certainly benefit from looking at performance in this way.