Monitoring the activities of your employees is a simple task; however, measuring and monitoring subjective matters, including motivation, job satisfaction and performance, take a great degree of skill, innovation and expertise from your human resources department. There are several methods to consider for each measurement, and in many instances trial and error may be the only road to perfecting a system that works well for your organization.
Track motivation of your employees through observation of how enthusiastic they are about arriving at the job site, interacting with colleagues and engaging in activities to which they are assigned. In “Measuring Employee Motivation”, the author observes, “It seems as though a growing number of senior executives are drawing a link between employee motivation and business success. As a result they are keen to know how motivated staff are, and what causes any lack of motivation.” Individuals who exhibit a collegial attitude about working with others generally have high levels of motivation. In addition, the level of motivation among the work force can also be measured by the improvements in performance appraisals, and the quality of work performed. For young staffers new to the work force, the motivated employees will likely be the ones who demonstrate initiative by asking for additional work or more challenging assignments. For seasoned employees, their motivation is obvious in the ways they offer assistance to new employees, and seek ways to improve company processes and procedures for better efficiency and effectiveness.
Calculate responses from employee opinion survey results to determine the level of job satisfaction among your work force. Your human resources leader can construct survey methodology that elicits information from each employee about the sense of job satisfaction, which is usually connected to employees’ feelings about job security. Outside influences may skew responses somewhat, but for the most part, the responses you receive from an anonymous and confidential survey may prove enlightening for your human resources department and your executive leadership team. The followup activities for any employee opinion survey is creating an action plan to address deficiencies your employees believe can be easily corrected. Another way to improve job satisfaction subsequent to administration of your employee opinion survey is including employees in the resolution of issues discovered in their responses. Share with your employees the timeline and results of the executive team’s activities. Your employees will feel that you are genuinely interested in their job satisfaction.
Conduct annual performance appraisals to measure employee performance. Your human resources leader develops a performance management program that is best suited to your company business, industry, number of employees and type of work environment. The performance management process actually begins once the employee joins your company and can, therefore, be continuously measured throughout the year. If managers adhere to best practices for providing employee feedback on a regular basis, it is very realistic to have a read on the level of employee performance at any time–not just during the performance appraisal season. Another test for employee performance is obtaining feedback from colleagues willing to share information about employees with whom they work or observe. This type of peer evaluation can be extremely helpful, and it doesn’t need to be a complex 360 degree performance appraisal system.