Last updated on Sep 17, 2024

You're evaluating employees with unconventional skills. How do you measure their performance effectively?

In the modern workplace, where job roles are becoming increasingly specialized and diverse, you may find yourself managing employees whose skills don't fit into traditional performance metrics. The challenge is to find ways to measure their contributions effectively. This task requires a nuanced approach, as you need to appreciate the value of their unique abilities while ensuring they align with your organization's goals. It's crucial to develop a performance evaluation system that recognizes the impact of unconventional skills without stifling creativity or undervaluing their contributions.

1 Tailor Metrics

When dealing with unconventional skills, one size does not fit all. You must tailor your performance metrics to align with the unique contributions of each role. For instance, an employee with a knack for improving workplace morale may not have their effectiveness captured through standard productivity measures. Instead, consider qualitative assessments or feedback from team members to gauge their impact. By customizing metrics, you ensure that the distinct value of each employee's skills is recognized and encouraged.

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Dipanwita Chattopadhyay

Entrepreneur | Structuring the Workforce for the Growth of Mankind
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Tailoring performance metrics for unconventional skills requires thinking beyond traditional KPIs. Consider creating dynamic assessments that reflect the evolving nature of the role. Incorporating peer and client feedback can also offer insights into how their unique abilities create a broader impact. This approach ensures that unconventional skills are measured, taking into account values such as innovation and long-term strategic growth.

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Utkarsh Rangnekar

Deputy Manager- HR- Adani Ports & SEZ Ltd
(edited)
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To Begin with, performance measurement needs to be outcome oriented. KPIs need to be clearly articulable in terms of numbers, percentages, durations etc. We can then begin accounting for how the unconventional skills/competencies play into the KPIs. Another facet to this is aligning the assignments, processes and feedback/connect mechanism to individual strength areas.

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2 Set Goals

For employees with unconventional skills, setting clear, achievable goals is vital. These goals should be specific to the skills in question and aligned with your organization's objectives. For example, if an employee excels in creative problem-solving, set goals around the number of new solutions proposed or implemented. This provides a tangible way to measure performance while encouraging the use of their unique skills to drive business results.

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Dipanwita Chattopadhyay

Entrepreneur | Structuring the Workforce for the Growth of Mankind
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When setting goals for employees with unconventional skills, focus on flexibility and creativity in defining success. Instead of rigid outcomes, allow room for experimentation and adaptation. For instance, an employee excelling in community engagement could have evolving goals around outreach, cultural sensitivity, and long-term impact rather than mere participation rates. This keeps the goals relevant to their strengths while aligning them with organizational growth, promoting continuous improvement, and rewarding agility in skill application.

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3 Continuous Feedback

Continuous feedback is essential in evaluating unconventional skills. Unlike traditional roles where annual reviews may suffice, these employees benefit from regular discussions about their progress and contributions. This ongoing dialogue allows for adjustments and recognition in real-time, fostering a supportive environment where unique talents can thrive. Moreover, it provides opportunities for personal development and alignment with company goals.

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Dipanwita Chattopadhyay

Entrepreneur | Structuring the Workforce for the Growth of Mankind
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Continuous feedback for employees with unconventional skills should emphasize learning agility and adaptability. Real-time check-ins help track the employeeâ€™s ability to pivot, integrate new knowledge, and refine their contributions. For example, an employee excelling in cross-departmental collaboration might need frequent updates on evolving business needs and cultural shifts. Regular feedback should focus not just on output, but also on how well they navigate change and influence outcomes. This fosters a growth mindset, keeping unconventional talent aligned with the dynamic goals of the organization.

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4 Peer Review

Incorporating peer review can be particularly effective for assessing unconventional skills. Colleagues often have the clearest view of an employee's day-to-day contributions and can provide valuable insights into their performance. Encourage a culture of constructive feedback where peers can commend each other's strengths and suggest areas for improvement. This not only enhances the evaluation process but also promotes a collaborative work environment.

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5 Outcome Impact

When measuring the performance of employees with unconventional skills, focus on the impact of their outcomes. Rather than just counting output, evaluate how their work influences the organization's success. For example, assess how an employee's innovative ideas have increased efficiency or customer satisfaction. By linking unconventional skills to concrete business outcomes, you can more accurately determine their value to your organization.

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6 Personal Growth

Lastly, consider personal growth as a metric for evaluating unconventional skills. Employees who continually refine and expand their unique abilities are valuable assets. Look for signs of learning and development, such as taking on new challenges or enhancing their skill set. Recognizing and rewarding personal growth not only motivates employees but also ensures that their evolving talents align with your business's evolving needs.

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Skye Fierro

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Some ways to get started -write it down -start small -learn from failures -keep a positive mindset -know your style -set goals

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You're evaluating employees with unconventional skills. How do you measure their performance effectively?

1

2

3

4

5

6

1 Tailor Metrics

2 Set Goals

3 Continuous Feedback

4 Peer Review

5 Outcome Impact

6 Personal Growth

Workforce Management

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You're evaluating employees with unconventional skills. How do you measure their performance effectively?

1

2

3

4

5

6

1 Tailor Metrics

2 Set Goals

3 Continuous Feedback

4 Peer Review

5 Outcome Impact

6 Personal Growth

Workforce Management

Rate this article

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