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Your best employees are eager to get grades. Accountability is not punishment, it is a support system for good performers. Clarity is an effective motivator, and in contrast ambiguity will de-motivate. Therefore, tracking performance is a tool, it is not a club.
Three points should be considered in setting up a tracking system:
- Which performance indicators should be tracked. Are we measuring what really matters?
- Are the tracking indicators timely, meaningful, accurate and visible?
- Are the resulting scores widely shared and understood by every employee?
Success in leading a warehouse amounts to more than just keeping score. The effective leader ensures that the employees connect what they are doing with what management is tracking. Error reduction should be one result of effective score keeping, and reporting on this result is obviously a necessity. Score keeping can also be used to track progress in the life of a project.
“What gets measured is what gets done” is an ancient proverb. However, the process of keeping score will fall apart unless your people see and appreciate that things are really getting done.
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