Input bias can be difficult to overcome when measuring productivity. How many of you have worked for a manager who used effort as a judge of performance rather than the outcome itself? This can be a real barrier to flexible working, which by its nature opposes the standard office 9-5 resulting in reduced direct face to face supervision. In order to access the evidenced benefits of flexible working, it is key to have a fair and well understood process of performance review.
The first step to meaningful measurement is to truly understand your business goals, short and long term. You must know what you are trying to achieve you in order to align your employees to the same cause. If you can further distil these into quantifiable KPIs you have a basis on which to measure all of your staff.
The next step is to ensure that all staff are set measurable objectives aligned with the business KPIs. Not all KPIs need apply to all employees – for example some may be more targeted to, for example sales or operations. However, this business and people goal alignment will be critical to your business success.
Finally, you must put in place a fair and transparent appraisal process, that is backed up by regular review meetings – no appraisal should be a surprise. Consider including 360 degree feedback in the process – this helps to assess the full picture and again avoids individual bias.
Now review the whole picture – does your workforce understand your business drivers and goals and is it incentivised to drive you to achieve them? If so you are all set to enjoy the benefits of a results-focused approach and access the additional skills offered by a flexibly working team.
Remember, if you are looking to increase the flexibility of your workforce in order to recruit and retain the best talent, we can help you to create and develop flexible positions and recruit high quality candidates to fill them. Get in touch at firstname.lastname@example.org.