Which method can be least effective for monitoring employee performance?

Infrequent one-on-one meetings can be the least effective method for monitoring employee performance because they do not provide consistent, timely feedback or guidance necessary for effective performance management. When these meetings are spaced too far apart, it may lead to a lack of communication regarding expectations, progress, and areas for improvement. Employees benefit from regular check-ins, which help to clarify roles, address issues as they arise, and motivate performance through ongoing dialogue. Infrequent meetings can leave employees without direction or support, making it difficult for managers to accurately assess performance over time.

In contrast, the other methods mentioned—such as regular interactions with heads of other departments, gathering anonymous customer feedback, and direct observation of performance—tend to engage a wider array of perspectives and provide more immediate and actionable insights into an employee’s effectiveness and contributions within the organization.