Make sure your employees understand the company’s targets and how performance will be measured against them. This might be done during monthly catch-ups with staff or by sharing examples of what “good” looks like. Use simple and direct language when communicating your expectations with all staff, whether they are over or under-performing, and consistently repeat the same messages throughout the year to ensure continued buy-in. Strategist Paul Niven recommends the “W5” approach: the “who”, “why”, “what”, “when”, and “where” of how you’ll measure progress.
How to measure performance.