Monitoring Others: 15 Examples for Setting Performance Goals

Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Monitoring Others: Set Goals for your Employees. Here are some examples:

• Make employees document their work and keep records of their progress in checklists, activity logs or progress reports
• Personally track the progress of long-term projects and evaluate their accuracy and completeness
• Check in with other employees in order to make sure that all team members are communicating effectively
• Ask customers and colleagues about their interactions with a given employee in order to get a picture of how that employee behaves
• Choose monitoring software to track employee's web usage and block sites that distract them when performing tasks or working on projects
• Send out emails to employees who constantly seem to be wasting time reminding them that they are on company time
• Give reasons for the suspicion that led one to read other employees emails
• Stick to monitoring business-related calls such as those with suppliers or customers and stop recording the call as soon as one realizes it is personal
• Use video surveillance to ensure that the employees are productive and that they are not violating the company policies
• Use tracking software for clocking in and out only, but not to track employees' movement when they are out of the office

Monitoring Others: Improve and master this core skill with these ideas

• Monitor employees work - The most efficient way to control your employee's performance is with your own eyes. The way an employee performs a task will tell you much more about their performance. Watching keenly to see how works are performed will say a lot about the employee's character and work ethics. Keeping an eye on your employees will answer most of the questions you have about what's going wrong and how it can be corrected.
• Ask for an account - Every employee should be able to present an account of work done since the last conversation you held with them. They need to account for actions taken, and targets met. Listen carefully and make judgments according to what they present to you. The best way to hold someone accountable is by asking for an account. This habit if positively cultivated allows a natural tendency of accountability to form among the employees.
• Encourage the employees to use self-monitoring tools to help them stay on track - Project plans, checklists, activity logs are some of the self-evaluation tools that one can use to monitor their productivity. It should be a requirement for all employees to use project plans to record the targets reached daily. Activity logs should be used to note down exactly what was done all day including breaks taken. Checklists should be able to help them ensure all the tasks listed were completed within the specified time. Before the employee moves on to a new task, all the previous tasks should be completed and assessed for proper accountability.
• Review the work in progress on a regular basis - Check your employee;'s work carefully as the y carry it out to ensure they are doing what is expected. Instead of waiting until the last day, check daily or as scheduled to ensure it is perfectly done. Guarantee and encourage the employee to produce quality work giving feedback on an ongoing basis.
• Hearsay - Hearsay is a such a viral disease in most workplaces. You surely are going to hear about how the employees are doing, but the question is, are you proactive about it or not? Do you go out to gather intelligence or you only wait for the employees to bring information to you? To find out the truth, ask customers, vendors, coworkers, and managers to give a personal review of the employee's work. Always question about the employee's work, not the person. Don't ask for evaluations but for descriptions, not for impressions but accurate details. Even after receiving the information, don't believe everything you hear remember to verify details to get the precise information. Keep your ear to the ground to know which sources can be trusted and which ones cannot. Be keen to use the monitoring performance process that doesn't give hearsay a chance to grow in your workplace.