At most facilities, staff performance is judged on a manager’s general impression: "Ahmet seems to be doing a good job." That may be sincere, but it isn’t measurable — it’s not a solid basis for bonus decisions or identifying training needs. Actually measuring performance takes a handful of concrete indicators.
1. Task completion rate
What percentage of assigned tasks are completed on time? This is the most basic, most easily measured indicator — calculated automatically from QR scans.
2. Average completion time
How long a task takes can signal both efficiency and possible neglect. Suspiciously short times can mean the task wasn’t really done; unusually long ones can flag a problem.
3. Frequency and timing of delays
Does one staff member’s tasks always run late at the same hours? That may point to a heavier workload during that window rather than a personal performance issue — context matters when reading the data.
4. Customer/visitor feedback
If an area collects satisfaction ratings (e.g. from a restroom QR code), those indirectly reflect on the staff responsible for that area too.
5. Consistency
A single good week matters less than sustained consistency over weeks. Weekly/monthly trend charts paint a far more reliable picture than any single day’s data.
The goal is to use performance data as a source of evidence that supports the right training and the right bonus decisions — not as a punishment tool.
All of these indicators would take days to collect by hand in a paper system. In a QR-based system, they accumulate automatically and are visible instantly through weekly reports.