Improving Performance Levels

Improving Performance Levels

A successful businessman named Elon Musk once said “I think it’s very important to have a feedback loop where you’re constantly thinking about what you’ve done and how you could be doing it better.”

Feedback can either be descriptive or quantified using a standard of measurement but regardless of the method, its sole purpose is to continuously improve employee performance and to discredit its use will hinder your growth as a company.

Listed below are channels for feedback:

Customer feedback

Asking for customer feedback is the easiest way of evaluating your performance.

Do you want to make sure your customers have the best experience with regards to your service? Then immerse yourself in their point of view.

Asking for feedback can be done in several ways such as calling loyal customers if they were satisfied with their purchased services or asking your customers to rate resolutions through online surveys.

When you solicit for feedback, in a way, you are building healthy relationships with your customers because it shows your heightened concern to meet their expectations.


Key Results Areas is one effective tool in managing performance because you can identify and organize the objectives you are aiming for. Here is an example of Key Results Areas:

1. Customer Relation
2. Products and Services
3. Technology and software maintenance
4. Marketing

On the other hand, a KPI or Key Performance Indicator measures and evaluates the completion or progress of the key areas that you have set. By utilizing this, managers or supervisors can differentiate low performers from high performers and can identify the key areas that need to be improved.

Behaviorally Anchored Rating Scale

This rating scale is a practical way of evaluating performance.

Co-workers are asked to rate the performance of an employee through items that are directly observable on an ordinary and a regular basis in the workplace. Sample items could include:

1. Always early for work
2. Consumes time efficiently during quiet hours
3. Dresses appropriately

Since employees dislike being strictly monitored, using this scale can reveal the level of competency they display in the absence of supervision.


Various training methods can serve as grounds for transparency and cooperation.

As the saying goes “Iron sharpens another iron.”—training gives every employee an equal opportunity to cite his/her suggestions and provide feedback for one another.

Team dynamics is also fostered during training since everyone is expected to play an active role in functioning as a team. Activities such as Case Studies, Role Play, Work Group and Outdoor Training are some examples of training methods.

Words of praise

Never underestimate the power of frequently handing out positive feedback.

While the tools mentioned above diagnose the gaps in performance, this method recognizes and validates good performance. Reinforcing employees with verbal praises rather than criticizing them for every wrong move will increase motivation.


It’s not enough to evaluate your own progress.

Take all kinds of feedback in a positive manner since this will ensure growth and progress. Remain open to constant feedback and appraisals in order to elevate the current rate you’re going at.

© Melpomene / Dollar Photo Club

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