Now it's time to look at the indicators by which an employee's compliance with the requirements of the position is assessed. Individual quantitative criteria will depend on specific employees, and the standards for professions are often unified.
Specialized knowledge and skills
We are talking about hard skills - skills that determine a person's professional competence. What is his professional knowledge and how does he cope with the implementation of daily work processes.
The criterion is obvious and clear. It is easiest to determine whether the employee delivers the required standard and the required quality. Professional skills can be assessed using tests, exams, industry standards and expert opinions.
Personal qualities, communication skills and other soft skills
Is an employee process-oriented overseas chinese in uk data or results-oriented, conflict-prone or loyal, open or closed? Their ability to interact with people, achieve goals, demonstrate leadership qualities, or clearly carry out duties without inciting colleagues to unrest determines how suitable they are for their role and what their chances are for career growth.
Personal qualities, communication skills and other soft skills
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A leader has no place in a low-level position, and an introvert will not be able to reveal his potential as a consultant in a store. Testing and in-depth interviews are needed to determine the strengths and weaknesses of an employee and to form his psychological portrait.
Numerical measurement of labor productivity
We define the criteria that we will accept as ideal. These are business goals, including plans for sales, production, profit increase, turnover, number of clients, LTV, etc. Then we analyze the actual results, paying attention not only to the figures that differ from the plan, but also to the reasons for these deviations.
Employee evaluation is only possible after a comprehensive analysis of the situation, because the failure of the sales plan can be caused by many factors. It is unfair to demand ideal results from a person if he has encountered limitations that prevent him from doing his job well and are beyond his control, or force majeure circumstances.
Planned metrics are based on real data and are tied to the current situation. Goals should be clearly defined, achievable, objective and at the same time leave room for adjustments in case of unforeseen circumstances.
Company loyalty (additional criterion)
It is obvious that a dedicated and interested employee brings more benefits to the business: he is more productive, leaves the team less often, which reduces staff turnover. However, expecting the same level of loyalty from everyone is not always justified and reasonable.