Performance Assessment

Suggested Video.
Measuring Performance. Supply chain managers are targeted but many principles are universal.
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  • Incomplete numbers/data is useless.
  • Numbers/data without context are useless.
  • Resources are an important part of any assessment.
  • ​Data collected needs to cover effectiveness, efficiency and adaptability.
  • Used correctly, assessment can help with everything from pay scales to promotions. 
Wellness.
  • Don't blame:  Assessing how people perform must be done to support them not assail them.  Good assessment will show progress as well as areas that need increased efforts.  Where there is trust between managers and staff regular assessment is valuable, otherwise it's not only worthless, it's destructive. 
  • Become aware:  It is not enough that managers understand the needs of the business, they must understand the needs, strengths and limitations of their staff members.  
  • Be happy:  The word assessment can be intimidating.  It is important to create a culture where everyone values the results and welcomes the opportunity to measure their capabilities.  Good assessment procedures can be motivational
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Suggested Video
Performance Goals in Business and Sport.

What's Next?

Goal setting can offer an excellent tool for the assessment of performance in business.  There are many goal setting models, I choose to use SMART goal setting.  SMART goals are agreed between manager and staff member and should be - 
Specific:  A clear, unambiguous and simple statement.

Measurable:  Quantifiable proof of progress/achievement.

Achievable:  Challenging but within the individuals capability.

Relevant:  Specific to advancement of individual and/or business.

Time-limited:  A reasonable deadline to measure results.
There is no substitute for hard work. Vince Lombardi.