Measuring Employee Performance Tells as Much about the System as It Does the Employee
By Michelle Malay Carter on February 19, 2010
Three Areas of Influence over Employee Performance
1. The first is the person’s capability profile which is composed of
a) knowledge, skills and experience,
b) values, temperament and inhibitors, as well as
c) current cognitive capacity.
2. The second is the employee’s manager’s capability profile, composed of the aforementioned items.
3. The third is the system!? i.e. Organizational processes, policies, structure or lack thereof.
Measuring Performance Only Tells a Piece of the Story
This is why we must judge employee effectiveness in light of circumstances.? Measuring performance only is patently unfair, as it never tells the whole story.? When you measure performance, you are also measuring the system within which the employee is working.? Designing the system is executive level work.?
Engage the System to Engage the Employees
Don’t forget.? Without fairness, you will not have engagement.? If you want engagement, stop trying fix your employees and take a look at your system.
I’m OK.? You’re OK.? Let’s fix the system.