Are people just working for you or do you know if they’re working for a goal? Working for a cause is always more meaningful obviously, but also more efficient when it comes to measuring people’s performance. 

Number one step in ensuring that people are working efficient is defining on the measurement unit to compare the results against. Once defined, the results can be set side by side with the expectations and if set properly, the results can be further analyzed. For an example, it can be measured how many bottles were labeled during one shift in one factory.

Next, once the unit is defined and the data is compared, it’s important to communicate the measurement methodology to the personnel working towards achieving those defined results. Nothing is going to change for better or worse if those goals aren’t communicated.

When communicating such performance indicators, it’s crucial to also put into words the ‘pros’ for the personnel as well. Remember that it’s not just about profit for the owners, but what good does the person having to work more efficient, monitor or fill out some guideline depending on your measurement unit get. In our example from above, we can further imagine that people would be paid say 10% of their monthly salary in addition if they exceed certain level. This is a direct benefit. Or in some cases it can be just tools for being more efficient and thus decreasing over time and enabling people spend time with their families for an example.