*This blog post was updated on October 8, 2021 to incorporate new data and company services.
High-performing employees help organizations not only meet goals and deadlines, but also thrive and grow. That is why it’s important to set factors for what defines high performance, as well as create protocols to measure performance levels. This is where the ethics and compliance team can be of service. Training and onboarding that sets organizational standards upfront and uses consistent performance measurement—coupled with thorough feedback and communication—can significantly help your company develop a high-performing team.
How to measure employee performance with compliance training and onboarding
Below are four aspects of compliance training and onboarding that you can leverage to help measure your staff’s performance.
1) Quality of work. Training and onboarding are meant to help employees understand the essence of your organization and feel prepared to contribute to your culture on an ongoing basis. Building in questions about employee work styles can help you better gauge work performance and how effectively teams run. Here are some things to consider asking:
- What standards does your company set when it comes to work quality?
- How does the organization assess against those standards?
- If an employee is stuck on a project and needs clarification, what’s the best way to seek help?
2) Employee attitude. An employee’s attitude is infectious amongst their team, and it affects their overall work performance. Poor attitudes can become quickly apparent in both team and individual performance evaluations. But compliance training and onboarding are two opportunities to set the tone of your organization and values. The more your employees can learn about what it means be connected by shared company values, the greater an impact you can make on their behavior. Some questions to consider during and after training are:
- Are employees presenting themselves in a positive light?
- Do they frequently act as team players who keep the big picture in mind?
- Is there an urgency to keep peace and harmony amongst peers?
3) Behaviors and decision-making. How an employee thinks and behaves can affect morale and performance as much as their attitude. That’s why it’s important that your compliance training and onboarding include segments that talk about how employee interactions and decision-making can impact the workplace. Some things to explore in such training could be:
- What it means to think and act ethically at work.
- How company values come to life in everyday work scenarios.
- The effects of poor behavior such as gossiping or provoking office drama.
4) Random check-ins. Depending on your industry and nature of business, you can implement random check-ins to ensure that performance is in alignment with the standards set during training and onboarding. But be sure that your employees are aware of this policy, so that they feel prepared and motivated stay on top of work. Check-ins should be done tactfully, as not to hover and provoke a sense of mistrust in your organization.
The key takeaway
Establishing company standards and expectations during compliance training and onboarding can ultimately make assessing your team a seamless process. To learn more about how create training that will address performance, get in touch with us.
