5 Important Tactics to Audit Employee Performance Like a Pro

I struggled to hold my team accountable.

I was constantly juggling a million things at once. My attention was spread too thin.

It was tough to keep up with everything going on in my team and still have time for other high priorities. When things slip through the cracks, you feel like you're failing as a manager—especially when people assume they're doing good.

Not being able to guarantee that my teams met standards and delivered results led to missed opportunities, increased costs, and unproductive team members.

If people aren't generating results and staying true to company values, what's the point?

All that was needed was a better standards system to set, audit, and recalibrate critical company standards. Here's how managers should regularly audit what's most important:

1. Be involved: Managers must be involved in their teams' day-to-day operations. If the manager can't manage the role, the team will fail.

2. Use daily dashboards: Every team member should have access to a live dashboard that reports on their team's performance. Results should never be a surprise.

3. Daily huddles are essential: It allows managers to recognize wins, recalibrate priorities if they're off course, and remove possible obstacles.

4. Weekly one-on-ones are mandatory: this is a time to not only mentor and coach, but direct reports must give status, progress, and action items for their areas of responsibility. It's an ideal time to audit and recalibrate standards.

5. Conduct quarterly reviews: Every quarter, each person should be evaluated on their results and embodiment of the company's core values.

By following these tactics, you can effectively audit employee performance and ensure your team meets standards and produces results.

What you can do this quarter:

I recommend starting with tactic 2.

You need measurable results that are clear to everyone. Without a North Star, you and your team will get lost in the forest.