Tracking Employee Progress

As a manager, I sometimes struggle to track progress toward reaching my personal, long-term development goals. When things get hectic, it’s hard just to recall what I did the previous week—and I don’t think I’m alone in that.

Considering how many balls the average manager is juggling at any one time, it’s no surprise that tracking productivity and progress for team members is even more difficult. However, it’s also vital to ensure that both your team and the individuals on it meet their goals. Here are a few ideas to help you develop a tracking plan for your team and follow up with each person.

• Plan to measure both qualitative and quantitative results. Set up a system that allows you to track whatever hard data is available for your team. Numbers are good because they will enable you to make apples-to-apples comparisons and keep an eye on productivity. However, for many teams, numbers aren’t enough. You’ll also need to judge the quality of people’s work, which may go beyond data and into more subjective territory. While this is squishier, it’s no less critical, and you should strive to create a system to make and track these judgments.
• Be consistent. Use the same system for every team member. Some components of your system may vary slightly based on employees’ job titles and role requirements but strive to standardize as much as possible. This will not only help you track people’s success, but also help them better understand what they need to do to improve.
• Be transparent. Tracking employees’ productivity and progress is pointless if you keep the information to yourself. Share clear results with them on a set schedule. When you do so, provide context to help them understand how they’re doing and how they can improve. 
• Be positive. Sometimes you’ll need to deliver news that is difficult for an employee to hear. Be honest and straightforward, but try to keep the conversation positive. Start by emphasizing things the person is doing well, and then move into the areas that need improvement. Be specific and provide examples. This will help the employee understand your message so they can change and do better.
• Help your people set goals. This includes short- and long-term goals, as well as easy-to-achieve and stretch goals. Every employee should have targets to help them stay on track. Work with them to create those goals and chart a course toward completion. Then follow up frequently during one-on-ones. It’s their responsibility to achieve their goals, but you can provide accountability.
• Praise in public, correct in private. This is a cliché, but that doesn’t mean it’s wrong. When a team member excels at something, be openly generous with your praise. If it doesn’t make them uncomfortable, offer recognition during a meeting or other team event. However, when it’s time to talk about an employee’s struggles, don’t broadcast them. Instead, pull the person aside and offer correction one on one. The employee will be much more likely to respond positively and make changes if you take this approach.
• Always follow up. After you offer constructive criticism, circle back in future one-on-ones. Check your established metrics to see if the employee’s performance has improved. Talk to them about what has and hasn’t worked. Make sure the person understands your feedback and is making the requested changes. This gives them the best chance to improve and shows that you care about their success.

Tracking your employees’ progress toward their goals and helping them stay on track will require time, commitment, and organization. However, the result should be a happier, more engaged person who is contributing fully to the team’s success even as they grow in their career.

What methods have you used to track employees’ progress and help them stay on track toward meeting their goals? Let’s talk about it in the comments.