Selecting employee of month - What KRA or on what Criteria we should select employee of month?

I want to know what Key Result Areas (KRAs) or criteria we should use to select the Employee of the Month. I have asked several times for the Employee of the Month format, but I have not received a single response.

Hi,

Employee of the month could be decided based on the efficiency of the employees, the quality of output, or having come up with some great ideas which can be implemented at work.

Regards,
Deepti

Hi,

Could you please provide me with information about the company's business and the existing performance measure parameters in your company?

Thanks and Regards,
Anil
Mgr-HR
VSNL Internet Services Ltd.

Hi,

You can use the following touch points to select your Employee of the month:

1. Actions promoting Company's Values, Mission, and Vision.
2. Significant contribution in meeting the Function objectives.
3. Exceptional customer service.
4. Actions resulting in cost savings or increased revenues.
5. Contributions that positively impacted the Function as a whole.

You may constitute a Core Group consisting of Functional Heads to select the Employee of the month from the nominations received that satisfy any or all of the mentioned criteria.

Regards,
Binu Nair

Hi Laveleen,

Employee of the month could be decided on the basis of:
1. Cost Effectiveness
2. Discipline & punctuality at work.
3. Role in Housekeeping of his Section.
4. Behaviour at work with his peers, subordinates & immediate supervisor/Coordination.
5. Service to internal customers.
6. Contribution to production, etc.
7. Contribution towards Process Objectives or Company's Vision/Mission.

These are some basic factors on which you can make a decision.

Thanks,
Anuj

Hi everyone,

You would need to do 2 things before selecting an Employee of the Month for each work area:

a) Define the core values and business targets of the organization for at least 1 year and preferably 2-3 years.

b) Cascade targets in a downward hierarchy. Targets are both financial and non-financial, and are quantifiable and non-quantifiable. Skills contributing to the realization of these targets lead to the formation of KPIs/KRAs. Track KPIs on a weekly level for all levels, and reward behavior that contributes to a maximum level for the priority areas. For example, first-time resolution for customers/technical service personnel. Additional KRAs could include attendance, time spent on the transaction, cost of the transaction, etc. Take customer feedback; this is critical to the survival of an organization.

Since you are in the hospitality sector, are you HACCP certified? Feel free to raise doubts.

Surya Vrat

Hi,

Please find enclosed the EOM format.

Reg,
Chennakesavan P

Dear,

I think enough of the times we measure our employees on work-related productivity; we conduct regular evaluations/appraisals. But I think HR has to go a step forward - not by doing different things but by doing things differently.

Induction Programme, attendance calculation, punctuality, discipline, teamwork, cooperation, coordination, going out of the way to help others (both within the department and outside the department) - not only by giving monetary benefits but also by patting their back, issuing appreciation cheques.

I think it will surely help!!!

Regards,
Deepali.

With due respect,

I strongly feel no formats or advises will help unless and until you are convinced with the "business or revenue" model of the organization. We can help with formats, but you need to derive and conclude the technical and functional profits of the organization. I suggest you apply the 80/20 theory. Otherwise, I suggest you hire a consultant or discuss (talk) with some of the senior members of the forum.

Cheers,
Shekar

At the end of the road, what matters is adherence to your corporate values. I think it is in this adherence or conformity that the employee of the month should be based. If there are cross-cutting KRAs for employees, then I would use them; otherwise, I would rather look at employees who have gone out of the way in the direction of your corporate values. Linking the employee of the month with KRAs may be too ambitious because of the heterogeneous nature of jobs.

Regards,
sr

Hi Laveleen,

Since it is the hospitality industry, you should consider the following criteria. Please note that in this industry, the customer is the king, and we cannot dispute this with any logic. Therefore, you need to gather inputs from the customer in a non-intrusive way (not by asking them to fill out an elaborate form, for example) about their experience with your service.

1: Any incident that is positive and appreciated in words by the customer regarding any of our staff (from the lowest level to the highest) can be one of the key parameters.

2: When a customer leaves (for example, in a hotel), they are usually asked to rate the service on certain parameters. In some hotels (based on my personal experience), they even ask about any particular service, such as reception, check-in, room cleaning, room service, or housekeeping, that the customer liked. If a customer is happy, they will definitely mention it. Then you can trace the name of the person and reward them.

3. The service/hospitality industry needs to innovate itself. Therefore, any innovative method/product/service that your staff suggests and then owns and drives towards customer delight should be rewarded with the Employee of the Month title.

4: You can also consider parameters like attendance, punctuality, grooming (as mentioned in the Excel sheet provided), etc., as additional criteria for your selection.

The challenge for the organization is to sustain this award month after month. It should not become a burden where you have to choose somebody just because there is an award. Otherwise, people will not strive for it. There should be acceptance among your staff that the chosen person truly deserves the award. Therefore, please plan for sustainability and forecast how you will run this program month after month. Once you set the ball rolling, you need to keep it going. Maybe you can make the criteria tougher as you progress.

Regards,

Srivathsa

Hi Laveleen,

For any industry, first, you should appoint HODs for all departments. Then, track should be kept of each and every activity of all the employees' actions. I would suggest that you make an Employee of the Month (EOM) from each department. This way, you will have more people to motivate. It is not necessary to link all employee actions with the company's monetary benefits. If an employee does something good or extraordinary, ask the HOD of that department to acknowledge and maintain it. Acknowledge the employee in front of everyone!

I hope you find this useful.

Regards,
Namrata

Hi,

Some important criteria for the selection of the best employee could be:

(a) Outstanding and sustained performance of assigned duties.
(b) Significant and positive contribution to the company.
(c) Outstanding attendance record.
(d) Responsible attitude toward the assigned job/duties.
(e) Good rapport with other employees.

Regards,
Vasudev

Hi,

Employee of the month can be awarded based on criteria like productivity (both quantity and quality of work) and consistency. Handling additional responsibilities in the same department or across other functions, new initiatives, client feedback, and other criteria such as being a team player, attitude, mentoring, process improvements, and attendance can also be factored in.

Hope this is of some help.

Bindu

1. Okay, then prepare a one-page template which consists of five questions and ask each of your department heads to fill it out quarterly. Based on all their comments, choose the nominee for the Best Employee Award.

Here is a template that I use in my company for Peer Recognition Award.

2. If this doesn't work, then a simple way to execute this is—let each department head choose a member from their team (mentioning the reason for nominating the nominee and their key role played) and email their name to HR. Now, HR and management can decide on it.

3. If this doesn't work—quarterly, call everyone for a meeting (including management) and let each member convey what they have accomplished in the last 3 months (give 5 minutes each). Let management announce the name.

4. If this doesn't work—ask your employees to send a timesheet to HR on a monthly basis, which includes a synopsis of the work they have performed for the entire month. Based on that, choose the Best Employee.

5. If this doesn't work, then HR should conduct a survey to find out the star performers either by interacting with the department heads or by interacting with the employees themselves. This includes both performance and character. HR can easily come to a conclusion on whom to nominate.

The most important thing is that HR should always be ready with an answer to face questions from the employees because everyone assumes that they have done their best and they are the best. Everyone will be curious to know on what grounds you have chosen a nominee and why their name has not been included. When we choose an employee as the Best Employee, then we should be able to explain how this particular employee is different, best, or unique from others, as well as why he/she was eligible for this award.

Good Luck... Let me know if you have any queries.

It would be great if you could provide a certificate and publish the employee's name along with their key accomplishments. Employee of the Month can be chosen/evaluated based on the following factors, where you may require help from all department heads:

- Attendance
- Attitude/Behavior skills
- Time Management Skills
- Areas of additional responsibilities
- Work-related achievements

In what ways has this person's performance been outstanding? Is this person a role model to others? Do they demonstrate team spirit, go beyond the call of duty, show problem-solving ability, creativity, leadership skills, or any other qualities? Please add any other relevant factors.

On a monthly basis, gather all the required inputs from each department head (use official email to avoid verbal communication). As an HR professional, evaluate and screen the candidates on certain criteria. Finally, call everyone for a meeting to announce the award. Let me know if you have any queries.

Hi Guys,

Can someone help me with choosing the criteria for the employee of the month? We are in the gaming industry with various departments. Please guide me on how we should select the employee of the month. Since our industry is unique, criteria such as interaction with peers and colleagues may not be applicable. Please assist.

Swati

Hope it will be useful. We are in the process of framing the policy on Employee of the Month. If you have valuable ideas to share and improve it further, please give your inputs.

Dear All,

I am planning to introduce an Employee of the Month policy in our company. Could you please assist me with the format and guidelines for the same?

Regards,
Asmita

Hello everyone, I'm trying to formulate criteria for the Employee of the Year, specifically for educators in a school setting. The criteria should be measurable and objective to prevent educators from claiming favoritism. Who should nominate the educators? Can someone help?

I am planning to start an Employee of the Month program in my institution. How can it be done in a hospital-type institution? Please help.