Question (BLUF): Can anyone state how they measure their knowledge worker's performance, specifically, design engineering?
In moving into the new year, I'm trying to work on measuring my directs' performance in a more quantitative way. For those of you who have not read the book 'The Three Signs of a Miserable Job' by Patrick Lencioni, he describes three things that can cause misery in an employee's job.
1 is Irrelevance, perceiving that your work does not matter,
2 is Anonymity, feeling that no one knows who you are or what you do,
3 is Immeasurement, not having any real measure of your success or failure.
I've got the first two covered. As the role is primarily design engineering, the projects are often 3-9 months in length and often are pushed around as new priorities rise. Even without priority shifts, counting 'designs completed' would likley mean counting to 1 or 2 over an entire year which isn't enough to motivate in my opinion.
My first idea for 2012 is to count deadlines met with a point system based on the task's length. A 6 week design task would be worth 6 points, 9 if delivered 1 week early, and 1 point reduced for each week late. Completion is considered only after any outstanding actions are completed.
Has anyone tried a system like this?