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It is essential that your people clearly understand your performance expectations, both in terms of outcomes as well as how they achieve those outcomes. The more closely you link rewards to job performance, the more likely you are to see high performance levels. Organizations who do not make this connection are far more likely to see employee behavior which is nonproductive, political, or random. We can help you completely redesign, revise, or tweak your current performance management system. Some of the activities we can help you with are: • Deciding what needs to be measured; that is, what job elements and behaviors are essential for success. • Developing standards and benchmarks for "results" like quantity, quality, timeliness, or sales. • Developing standards and benchmarks for "manner of performance"; that is, how you would like them to achieve those results. Examples are interpersonal skills, teamwork, professionalism, work habits and time management, communication skills, customer interactions and service, etc. • Designing an accurate performance measurement process. • Linking performance to compensation and/or developing incentive pay programs. • Developing and administering a multi-rater 360-degree feedback system. • Developing a content outline to guide performance discussions for use by your supervisors and managers. • Providing skill-based training for your supervisors on how to deal with performance effectively; particularly, how to conduct the "dreaded performance discussion" so that subordinates come away with understanding and motivation rather than resentment and hostility. • Developing career paths, mentoring programs, and succession plans which foster employee development and motivation. |
