Partial book profile
How to Measure Employee Performance (The performance management series)
A step-by-step workbook that shows managers and employees how to create clear, results-based performance measures, goals, and tracking systems for any job—even hard-to-measure white-collar work.
The full book profile is not available yet.
What it’s about
Clear expectations are one of the most reliable levers for improving employee performance, yet most organizations struggle to define what 'a good job' looks like for jobs in R&D, marketing, HR, and customer service. Jack Zigon's How to Measure Employee Performance distills 23 years of consulting into a practical, seven-step process: review organizational goals, identify a position's customers and their needs, list the results (not activities) the job produces, weight those results by importance, create general and specific measures, set numeric ranges and descriptive goals, and design a lightweight tracking system for feedback. Backed by 40 real-world example performance plans across dozens of job families, the guide turns vague duties into verifiable, observable measures—giving employees the feedback they need to self-correct and giving managers a fair, focused basis for evaluation and reward.
The through-line
- Who it’s for
- A manager, employee, or HR professional who wants clear, fair performance measures for a position—even a hard-to-measure one.
- The problem
- They must define goals and measures for jobs where 'a good job' is vague and outputs are hard to quantify. They feel frustrated and uncertain, worried that evaluations will be subjective, unfair, or contested.
- The plan
- Review your organization's and manager's goals.
- Identify your position's customers and what they need.
- List your results (value-added outputs), not activities.
- Weight the results by importance using 100 percentage points.
- Create general and specific measures for each result.
- The payoff
- Clear, verifiable goals linked to organizational priorities. · Employees who self-correct because they get immediate, specific feedback. · Less stressful, more objective performance reviews.
See our guide
Related profiles we’ve built
- The basic principle of people analytics learn how to use hr data to drive better outcomes for your business and employees →
- Handbook of Regression Modeling in People Analytics →
- An Everyone Culture: Becoming a Deliberately Developmental Organization →
- Apa Handbook Io V2 →
- Armstrongs Handbook of Strategic Human Resource Management Improve Business Performance Through Strategic People Management →
- Beyond Hr Boudreau Ramstad →
- The Differentiated Workforce →
- Drive Pink →
Featured in these guides
- Build a People Analytics Practice →Cited source
- Do Selection, Assessment And Performance Evaluation Well →Cited source
Co-cited books
- A Practical Guide to Assessment Centres and Selection Methods Measuring Competency for Recruitment and Development · Ian Taylor M.B
- Predictive HR Analytics, Text Mining Organizational Network Analysis with Excel
- Predictive Analytics in Human Resource Management A Hands-on Approach
- CLC_Selecting_HR_Metrics
- Job and Work Analysis
- Personnel Selection and Assessment
- The basic principle of people analytics learn how to use hr data to drive better outcomes for your business and employees · Erik van Vulpen
- Assessment Methods in Recruitment, Selection Performance A Managers Guide to Psychometric Testing, Interviews and Assessment… · Robert Edenborough