Monitoring Your Employees' Performance While Maintaining Healthy Working Relations


When your small business takes on employees, you’ll soon begin to realize that there’s an extremely thin line between being overly strict and overly familiar with your staff. Veering over into either of these categories can make things extremely difficult and unproductive in the workplace. Think about it. If you’re severe and unfair with your staff, they will feel under appreciated, and as though you lack faith in their potential, performance, and professional abilities. This will result in the loss of staff to competitor companies and low morale in your workplace. Your company may also begin to gain a bad name for itself as an employer. On the other hand, if you are too lenient with workers, they may become overly comfortable and start using work time as play time. They will respond negatively to warnings or other forms of management, either not taking them seriously, or claiming you are being unjust for expecting certain levels of respect. So, how do you monitor your employees’ performance in the workplace without making them feel spied on while ensuring that everyone doesn’t run riot? Read on to find out!

Establishing an HR Department

If your company is large enough to take on employees, it’s large enough to have some form of HR department. This can be managed by you, a single designated employee, or (if you expand sufficiently) a dedicated HR team. Making it someone’s job to manage and handle employee relations means that people are more likely to take resource and employee issues seriously. You should also ensure that your HR department has the necessary equipment and software to monitor staff members’ records. Specialist hr management software streamlines people management, allowing HR members to accurately manage absences, plan shifts, and store and access employees’ personal records. This means that trends in behavior and performance can be identified and addressed, whether positive or negative.

Reward Rather than Punish

Punishing employees for failing to meet targets or over perform is a negative approach to take. At the end of the day, as long as they are fulfilling the terms of their contract, you can’t expect anything more. Punishment can negatively affect your staff members’ self-confidence and loyalty towards you as an employer. They are also likely to make less effort to achieve. So avoid scolding or shaming your workers. If problems arise, take the time to consult them and get to the root of the problem. Chances are that things can easily be rectified. Remember that it is your role as an employer to reward particularly positive behavior. If an employee goes beyond the call of duty, or receives a positive review or recommendation from a customer, show them your appreciation. This can be something as simple as a word of thanks, or perhaps you can give them some sort of small bonus. A little goes a long way. This also gives staff an incentive to work harder! If they see a colleague being rewarded, they are likely to start trying to exceed expectations too.

Remember, your workers are the backbone of your company. So make sure that they feel appreciated for all of their efforts. However, avoid becoming overly soft. You need to maintain your role as a manager and leader in the workplace in order to maintain control and see positive results.

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