Employee Performance
Employee Analytics — Practical guide for shop owners & managers
Purpose A single place to understand how each team member is performing — attendance, hours, punctuality, earnings and an easy “performance rating” — so you can make fast decisions about payroll, coaching, scheduling and recognition without digging through paper timecards.
🧭 What this feature shows (at a glance)
Employee summary card — name, role, status, employee code, photo and an at-a-glance star rating + numeric efficiency (0–100).
Top KPI tiles — total days in period, present / absent / half / leave days, on-time %, total hours (regular & overtime), total earnings, avg efficiency, punctuality and reliability score.
Charts — daily efficiency (line), daily hours (bar), daily salary (line), daily punctuality (line) and an attendance status pie chart.
Daily analytics table — per-day rows with status, hours, regular/overtime split, salary for the day, efficiency and punctuality scores, and whether they arrived on time.
Filters — choose any date range (start / end) to focus on any pay period, week or special promotion dates.
Per-employee drilldown — view the detailed daily timeline and metrics for any single employee.
CSV export — download the performance table for payroll, HR or meetings.
✅ Business benefits (why you’ll use it)
Save time on payroll — view hours and computed pay in one place and export to your payroll tool.
Fair & objective performance — standardized scores remove guesswork in reviews and reward decisions.
Spot problems early — repeated lateness, high absenteeism or too much overtime show up in charts.
Improve scheduling — use daily-hours and attendance trends to staff peak hours correctly.
Retain good staff — quickly find and reward high performers (role-based top performers are highlighted).
Reduce operational risk — reliability and punctuality scores help you reduce understaffing and service failures.
✨ Key features (what you can do)
Quick overview tiles for the selected period: present/absent days, hours, earnings, punctuality and reliability.
Performance rating & star display — easy readout to use in 1:1s or quick recognition.
Drill into day-level detail — click an employee to see daily hours, salary and punctuality, so you can verify exceptions.
Charts for trends — spot patterns: falling efficiency, growing overtime, or sudden increase in absences.
Role-level comparison — compare employees by job role and see top 3 performers per role.
Flexible date filters — analyze pay periods, monthly performance, or campaigns.
Export the full breakdown as CSV for payroll and HR records.
🪜 How it works (high level — no tech jargon)
The module collects attendance and time-card records for the date range you select.
It shows totals (days, hours, pay) and computes simple, easy-to-understand scores (efficiency, punctuality, reliability).
Charts and tables are generated from those daily records so you can spot trends and exceptions quickly.
You can download the same detailed rows as a CSV for payroll or offline review.
🧭 How to use — step-by-step (for managers)
Go to Employee Performance → Employee Analytics and pick the employee you want to inspect (or open an employee from the list).
Set the Start Date and End Date for the period you want to review (pay period, month, week). Click Apply.
Scan the top tiles: check total hours, total pay and on-time percentage first to catch urgent issues.
Look at Daily Hours and Daily Efficiency charts — find days with low hours or dips in productivity.
Open the Daily Performance Table to see the exact day(s) where hours, pay or punctuality are off.
If needed, export the CSV to send to payroll or HR or to keep an audit trail.
🔍 How to interpret results (practical tips)
Low avg efficiency: not automatically “bad” — check for training needs, busy/slow store days, or tasks outside the tracking system.
High overtime for the same person: risk of burnout; consider hiring support or shifting hours.
Low on-time %: investigate transportation, schedule fit, or unclear start-time expectations.
Many absent days: look for patterns (same weekday? seasonal?) and address with scheduling or HR follow-up.
High reliability + high efficiency: ideal — consider shift preference, small raise, or recognition to retain them.
✅ Recommended manager actions (prioritised)
Today / Morning: check for absentees and late check-ins; reassign shifts if needed.
Within 48 hrs: follow up with employees who show repeated lateness or unexpected absences.
Weekly: identify staff with rising overtime and rebalance shifts; identify training needs if efficiency is declining.
Monthly: export the CSV and reconcile with payroll; use ratings for appraisals and reward top performers.
When hiring: use role-based top performers to define benchmarks for new hires.
📤 Reports & exports
Use the CSV export for payroll runs and HR records. Include the selected date range in file names for easy bookkeeping.
Recommended exports: end-of-pay-period export (for payroll) and monthly performance summary (for owner/manager review).
🗓️ Recommended review cadence
Daily (morning): quick check for absentees and late staff.
Weekly: review overtime and attendance patterns; assign corrective actions.
Monthly: performance reviews, payroll reconciliation, and recognition planning.
After campaigns / busy periods: analyze whether staffing handled the load or if more hires/shift changes are needed.
🔒 Privacy & access
Limit access to owners, managers, and payroll/HR. Treat attendance and personal contact info as confidential.
Only export or share CSVs with authorized personnel; avoid sending PII over unsecured channels.
🛠️ Troubleshooting & FAQs
Q: “My charts show missing days.” A: Confirm the date range and whether the employee has attendance records for those dates (holiday, scheduled day off, or missing timecard).
Q: “Efficiency looks wrong.” A: Check that regular/overtime hours and daily salaries are recorded correctly for those days — small data entry errors can skew averages.
Q: “Why did an employee get a lower rating?” A: Ratings are driven by attendance, hours worked, punctuality and salary/expected-hours consistency. Review the daily table to see which element fell short.
Q: “I need a different shift start time for a staff member.” A: The punctuality check assumes your shop’s standard start time; discuss shift-time expectations with the employee and update schedules accordingly.
🧾 Quick manager checklist
Morning: open analytics, check absentees and late check-ins.
Weekly: look for repeated overtime or decline in efficiency and plan corrective actions.
Monthly: export and reconcile with payroll; prepare recognition for top performers.
Always: restrict exports to authorized staff and keep a clear audit trail.
Last updated