10 Easy Ways to Evaluate an Employee’s Performance
4 min. read
Updated October 25, 2023
If your employees are not “salespeople,” it can be a lot harder to track their work performance.
To find out how others do it, we asked 10 entrepreneurs from the YEC to share what they feel are the most important points to consider when evaluating a team member.
1. Level of execution
”At the end of the day, nothing is more important than execution.”
At the end of the day, nothing is more important than execution. Once you’ve committed to doing something, do you get it done on time and at a high level?
That’s what people on the “A Team” do, and a startup needs A players! There is always a way to prioritize your tasks, be creative, and execute like crazy until you get it done. People who love what they do also tend to execute well.
”The revenue that each employee brings in on a monthly basis reflects overall performance.”
The revenue that each employee brings in on a monthly basis reflects on that individual’s overall performance.
The majority of our company is made up of sales representatives, and they are measured by the total number of venues they sign up to be listed on our site, which translates into how much revenue is made from those venues.
”My ideal worker would take feedback and really think critically.”
If an employee is doing something incorrectly, I don’t want to hear excuses or justifications.
However, I also don’t want my staff member to blindly and soullessly adjust to my comments. My ideal worker would take feedback and really think critically, such that he understands why he is being asked to change. Or he has a two-way conversation with me about what is working and what is not.
Scott Gerber is the founder of the Young Entrepreneur Council (YEC), an invite-only organization comprised of the world's most promising young entrepreneurs. In partnership with Citi, YEC recently launched BusinessCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses.