1. Competency-Based Application The first thing that I look for, regardless of any job discriminatory features like classification, location, or status, I look at whether employees are applying the skills tied to their role competencies and they are not just logging hours. Remote work can hide skill gaps, so tracking application through projects or deliverables shows if training and expectations are translating into real behaviors. 2. Outcome-Oriented Outcomes and Delivery Are deadlines being met? Project milestones achieved? What about client/internal satisfaction? These questions are all tied to specific, outcome-oriented outputs and helps organizations avoid the trap of "activity tracking" while keeping performance tied to the results that matter for the organization. 3. Feedback Integration How quickly and effectively employees integrate feedback into their next round of work? Coaching sessions and employee development strategies mean nothing if change isn't being sustained. In remote settings, focusing on these metrics allow for employees to demonstrate adaptability, engagement, and growth capacity. Why do I like these metrics? Quite simply, because they measure what matters. Each measurement causes the organization/leader to shift the focus away from "time at desk" metrics and instead measure capacity, accountability, and adaptability. You know, the factors that actually drive remote performance. Dr. Thomas W. Faulkner, SPHR, LSSBB, CMHR-PIP
I measure the performance of our employees in person by focusing on three key metrics for success. The first is project turnover time. It measures the time it takes our team to complete a project from start to finish. It is an important measure because it has a direct impact on our clients' satisfaction and their ability to complete multiple projects simultaneously. Our turnaround time can reflect how well we plan and execute, as evidenced by our ability to take on more work while maintaining our reputation as a credible partner. The second measure is quality assurance reviews. These measures include monitoring completed work performed by our agency and evaluating if it meets our quality standards. The outcome measure of quality assurance works well because it ensures that we consistently meet the expectations set out by our clients. When performed to gauge the quality of our services at the time of measurement, we can identify inconsistencies that may have occurred at the end of the project. The third measure is employee behavioral engagement. I monitor where our in person team is active in the discussions. They share ideas and contribute to outcomes that help solve problems. I believe that worker engagement is an important measure because dedicated employees tend to be more productive and engaged in their work. When engagement is high, our employees will add to our overall quality of work, which leads to decent collaboration and an enhanced driver for innovation.