Take corrective action when necessary.

The age-old question: “How’s it going?” can only be answered if you know where you want to go and how you will know if you got there. In recent years, there has been a greater emphasis on metrics. A metric or standard is a measure to assess how you are doing in a particular area. Standards may be set for tangible and intangible areas. A supervisor’s experience and knowledge can help that supervisor develop performance standards. More precise work standards can be set through motion and time studies and workflow charts. Employee participation in setting standards is crucial to employee acceptance of those standards. Many supervisors focus their control efforts on selected strategic control points, or strategic standards, which are major performance indicators.

The supervisor should continuously check performance against standards. In some instances, the supervisor must depend on reports, but in most cases, personal observation and inspection are appropriate for checking employee performance. At times, the supervisor may apply the exception principle, which means concentrating on areas in which performance is significantly below or above standards. Sampling can help the supervisor determine whether products meet standards. When discrepancies arise, the supervisor must take the necessary corrective actions to bring performance back in line and to prevent other deviations.? K-526