Employee effectiveness relates to the ability to achieve set goals, which should be directly proportional to that of an organization’s.

An organization’s goals are focused on enhanced productivity, establishing a healthy work environment and better revenue and profits. but please note Employee effectiveness does not automatically translate into employee efficiency. In order to assess an employees’ effectiveness, it is essential that they know what is expected of them.

In a workplace, performing holds more significance than just going about completing tasks; here’s where efficiency comes into the picture as a vital measure of an employee’s effectiveness. An organisation is effective if it achieves its goals.

 This approach can only be used in organisations with clearly defined, time-sensitive, measurable and operational goals. In the literature relating to organisational effectiveness, it has been proposed that only a few organisations meet these criteria.

Even so, it is difficult to determine an organisation’s effectiveness without relating it to the organisation’s goals, even if these are not clearly defined. Broadly speaking, the goal attainment approach reflects the views about effectiveness of senior management and shareholders.

Here are a few approaches you can follow in other to be an effective employee:

Prioritize Goals

Prioritizing your goals allows you to organize your objectives and better allocate your time and effort.

Try these tactics to accomplish your goals.

Goal prioritization is the process of identifying your objectives and organizing them based on their urgency, value, and importance.

This process also requires you to appropriately allocate your resources, time, and effort where they’re needed the most. It’s basically a fancy term for what you might already be doing:

Determining what to focus on first before moving on to other tasks.

One of the few ways in which we can prioritize our goal is to first identify them we are often tempted to create a long list of goals that you’re motivated to accomplish, but you’ll need to narrow your focus to be as effective as possible in your work.

It is also important that we measure our progress which would in turn lead to the realization.

How to prioritize your goals at work

Let’s say you’ve already set your goals and determined everything you’ll need to complete them. All the parts are in place, so isn’t ranking your goals just an extra step? Not at all! If anything, goal prioritization is a key piece of the productivity puzzle. Below are a few steps that seamlessly integrate goal prioritization into what you’re already doing. This way, identifying important tasks and setting daily priorities can take up barely any time on your schedule.

  • Identify a few goals.
  • Break down each goal.
  • Measure your progress.
  • Keep yourself accountable.
  • Cut out distractions.

Identify a few goals.

To give yourself a clear picture of what you want to accomplish, try identifying some goals you’d like your company or team to achieve. These objectives can be a combination of long-term goals that you work on for the next year (or few years). They can also include short-term goals that span just a few weeks or months. Either way, write them down! Having them on paper makes them way easier to reference as you create action plans and present them to your teams.

Break down each goal. 

Once you’ve identified your goals, you should make a list of the highly specific tasks comprising them. This way, you’ll have a good idea of what work, and just how much work, you’ll need to put into accomplishing your objectives. You’ll also get an overview of how long each task might take. You can then prioritize tasks based on when (or, if recurring, how often) they must be completed.

Measure your progress. 

As you work toward your goals, you should always track progress. This way, you can clearly understand where you are in the process now – and look back on everything later to better plan future work. If you’re clearly behind on your current goals, you can drop the goals or tasks that fall lower on your list. Don’t feel guilty – you’re putting your best work into what matters the most.

Keep yourself accountable. 

Defining and prioritizing your goals is an important step, but it’s only half the battle. Once you get to work, you’ll need to remain focused, diligent, and determined so you don’t accidentally drop the ball. Creating a schedule and detailed to-do lists can help you stay accountable here. You can also ask your leadership team to check in with you periodically to keep you on track.

Cut out distractions. 

Sure, you might not think twice about checking your phone during work, but even tiny glances take time away from your tasks. Even meetings can be distractions, so cancel any meetings that don’t serve a clear, strong purpose. If you regularly hear “this meeting could’ve been an email,” you’re likely having too many meetings. Drop some in favor of directly working on your goals.

Always use feed back

For many of us, “employee feedback” sparks memories of uncomfortable annual conversations with unapproachable managers. In today’s world, however, employee feedback has evolved into ongoing listening strategies that build trust between managers and employees.

Regular employee feedback results in significantly higher engagement.

The value of positive employee feedback is obvious. It reinforces the right behaviors, and it is directly linked to increased employee engagement and productivity. 

Negative employee feedback is equally important. When provided constructively, it reduces negative behaviors and helps employees understand their strengths and weaknesses.

The right feedback, given at a critical juncture, can have a significant impact on behaviors, skills, and ultimately careers. Feedback that is constructive is vital to employees’ ongoing development.

Feedback clarifies expectations, helps people learn from their mistakes and builds confidence. Constructive feedback is one of the best things managers can provide to their employees.

Measure earned performance

performance measurement is used to motivate employee to make decision beneficial to both employer and employee this is done base on controllable factors which are the component of the organization for which an employee is made to align objective of the management and the goals of the organization.

Here are a few ways to measure and evaluate employee performance data: Graphic rating scales.

A typical graphic scale uses sequential numbers, such as 1 to 5, or 1 to 10, to rate an employee’s relative performance in specific areas.

Agree on a Schedule

Flexible schedules benefit both the employer and employee in numerous ways. And though it may represent a massive shift in how you’ve done things before, embracing flexible scheduling now will help you succeed in the future. There are some benefits of effective employee scheduling

  • Maintain high employee satisfaction and loyalty
  • Ensure quality customer service
  • Create profitability
  • Comply with all applicable labor laws


If you’ve worked with your employee to set clear goals, expectations and a plan for improvement, and they still aren’t working to make a change – you have to act on this.

If you don’t, employees will feel that it’s fine to under perform or have to be micromanaged. This is also demotivating for those who are performing well.

As if they feel that poor performance receives no consequences, they’ll wonder why they are putting effort in.

Address the issue and lack of improvement with a written or verbal warning. By marking how important this issue really is with a warning, it can help employees to take more notice as they are shown the severity of the situation.

Even little things which are left to fester can become bigger issues and drive down performance.

By monitoring development and acting on this, you’ll maintain a productive and performance-oriented workplace.