Staff Performance Reports
What this feature does
The Staff Performance Reports feature helps you understand how your team members contribute to your business operations by showing which staff members process the most orders, how work is distributed across your team, and who your top performers are. This report takes the guesswork out of performance evaluation and helps you recognize hard workers, identify training opportunities, and ensure work is distributed fairly across your team.
Who it is for
This feature is perfect for business owners, managers, and supervisors responsible for team performance and scheduling. Whether you're preparing for performance reviews, deciding on bonuses or promotions, planning staff schedules, or identifying who needs additional training support, this report provides objective data to guide your decisions and conversations.
When to use it
Review your Staff Performance Reports regularly to stay connected with your team's productivity. Check it weekly to ensure workload is balanced and no one is overwhelmed or underutilized, analyze it monthly when preparing performance evaluations or recognizing achievements, and examine it when making hiring decisions to understand if you need more staff during busy periods. It's also valuable for identifying star performers who might be ready for leadership roles.
Key concepts
Top Performer: The team member who processed the most orders during your selected time period. This person is handling the highest volume of customer interactions and typically demonstrates strong work ethic and efficiency.
Orders Processed: The number of completed orders that each staff member handled. This includes all orders they served, fulfilled, or completed from start to finish. Higher numbers indicate that person was actively serving customers and completing transactions.
Active Staff: The count of team members who processed at least one order during your time period. This shows how many people from your staff roster are actively working and contributing to operations.
Staff Distribution: How orders are spread across your team members. Ideally, you want a reasonably balanced distribution where everyone is contributing, though some variation is normal due to different shift lengths, roles, or experience levels.
Unassigned Orders: Sometimes orders might show as unassigned if they were processed through self-service systems or if staff forgot to log which team member handled them. A high number of unassigned orders might indicate a need for better order tracking processes.
Performance Comparison: The visual chart that ranks staff members by their order processing activity, making it easy to see who's handling the most customer interactions at a glance.
Common questions
Does processing more orders always mean someone is a better employee?
Not necessarily. Order count is just one measure of contribution. Someone might process fewer orders but handle complex situations, train new staff, or take on additional responsibilities like inventory management. Use this report as one tool among many for evaluating performance. Also consider order quality, customer feedback, teamwork, and other factors that don't show up in numbers alone.
Why are some team members showing very few orders?
There are several possible reasons. They might work shorter shifts, have recently joined the team and are still learning, have non-customer-facing responsibilities (like kitchen prep or cleaning), or might be assigned to slower service areas. Before drawing conclusions, consider their schedule and role. The report shows order processing specifically, which is only one aspect of their job.
How can I help lower performers improve?
Start with a friendly conversation to understand their situation. They might need additional training, clearer processes, better tools, or more confidence. Pair them with your top performers for mentoring, provide specific feedback on areas to improve, and check in regularly to track progress. Sometimes lower numbers reflect external factors like difficult shifts rather than poor performance.
Is it fair to compare staff who work different schedules?
You're right to think critically about this. The report shows raw numbers, but you should interpret them in context. Someone working full-time should naturally process more orders than someone working part-time. Consider running reports for specific time periods when everyone works similar hours, or calculate orders-per-hour worked for a more fair comparison.
Can I share this report with my team?
That depends on your management philosophy and workplace culture. Some businesses openly share performance data to encourage friendly competition and transparency. Others keep it private to avoid pressure or comparison. If you do share it, focus on celebrating successes and team achievements rather than calling out individuals with lower numbers, and always provide context about what the numbers mean and don't mean.