Improving Employee Performance Metrics

An operating manager manager should value specific metrics related to the unit's employees due to the benefits that it can serve to employee performance. Davidson (2013) provides readers with the quote "what gets measured gets done". Managers being aware of the different metrics of the line can improve employee performance and give managers a different approach to interact with employees. One responsibility of the line manager is to provide metrics to employees to assist them in having a prospective in their positions. Having knowledge of the metrics of the employees would give the manager a better understanding of the performance of his or her employees. Metrics that have the attention of business leaders or managers tend to be those that

Performance metrics can be seen as a guide to assist organizations in providing specific performance goals and activities (Cross, 2016). Performance metrics also has been said to drive up productivity and can provide specifics to performance goals. Metrics can be in regards to customer service, financial and operational goals. The author also suggests that metrics be implemented with a time which makes meeting performance goals attainable but short enough for employees to realize the urgency of the task to be completed (Cross, 2016). It is also suggested that performance metrics should include milestones that would serve as a took to track progress towards goal completion. There should be some time of time line included in performance metrics so the completion process will not be drawn out, and high performance can still be met in an appropriate amount of time. Many companies have incentives in place for teams who complete performance metrics. This gives employees an extra push towards performance goals, and will also reveal leadership skills within certain employees. Monitoring the productivity will also give managers a sense of what needs to be done within the work process and necessary adjustments can be

In order for performance reviews to be seen as being effective, they must include metrics that can successfully pinpoint employee performance from an individual standpoint. One metric often used by organizations within the manufacturing field is productivity metrics. Within the manufacturing field, the amount of products an employee is able to produce over a certain amount of time is one of the basic components of performance (Ingram, 2016). A line manager would be responsible for ensuring that employees have a certain amount of productivity each day and this can be conducted by using productivity metrics. A productivity measure that is commonly used within manufacturing companies is basically using the day to day output of the the line and divide it by the total number of employees on the line. This will set a specific number of production that is to be reached by employees on a daily basis. Employees will be clear of what is expected of them each day in regards to production. Operating managers should also value efficiency metrics. Productivity and efficiency work "hand in hand" together. Efficiency can be seen as a result of maximinzing productivity within meinimum expense (Ingram, 2016). Efficiency metrics are in relation to cutting costs and reducing time which leads to