Measuring employee performance is essential for employers to assess employee quality. Employees come in all shapes, sizes and quality levels. Assessment of employee quality is never a simple task. Because all employees are different in some respect, it is not always advantageous to lump employees into categories. Top-Quality Employee – These employees may be classified as “excellent” or ones that “exceed standards.” They are typically the employees who take the extra initiative to do things the right way around the office and contribute to the overall success of the business. In sales-related jobs, these are typically the top earners who consistently manage to outsell their coworkers.
Great employees are reliable, dependable, proactive, diligent, great leaders, and great followers. They ignore job descriptions and help where they can. The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. But they know when to dial it back depending on situation. They say thank you, and they give praise. He/She come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm. They speak when others won’t. They like to prove others wrong and great employees follow processes. Remarkable employees find ways to make those processes even better. Attracting and retaining quality employees is not easy however. Quality employees don’t stick around when management fails to act on lower productivity of other team members who share the same praise, constant negative employee morale and/or negative management interactions. Most of all and this is key – you need to pay your employees appropriately. If you want to attract quality talent, you need to pay them a decent wage. Salary is significant because if your employees don’t have enough money to survive and thrive, it’s hard for them to get excited about your job.