How to Use Tangible Measurements in a Performance Review

by Christine Lebednik; Updated September 26, 2017

The process known as performance review, also called performance appraisal and performance measurement, can refer to two different but related evaluative processes that occur within a business organization: at a process or organizational level and at the individual employee level.

Measurements

At both the individual and organizational levels, the review process typically involves a combination of intangible (qualitative) measures and tangible (quantitative) measures. Using tangible measurements in a performance review first requires defining the nature of such measurements.

Organizational

At the organizational level, for example, reducing the costs of operating the business has a tangible impact on the organization’s overall bottom line, as does an overall increase in employee productivity, as indicated at the Decision Sciences website. A performance review at the organizational level may, then, try to determine the productivity savings of implementing a new technology, such as a handheld scanner system in a retail store.

Individual

In performance reviews of individual employees, the organization uses criteria with clearly measurable characteristics, such as typing or data entry work that is quantifiable in terms of words or characters per minute. Tardiness and absence rates also qualify as tangible measures because clear documentation of these incidents exists.

About the Author

A writer/editor since 1984, Christine Lebednik has spent much of her career in business and technical writing, and editing. Her consumer print and online articles include product descriptions for TDMonthly Online, book reviews for Catholic News Service, consumer reports for Consumer Search and works for various other publications. Lebednik received her Bachelor of Arts in English from Salem State College.

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