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On-line performance management
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One of the critical components of successful performance
management is ongoing feedback and coaching to keep people
motivated and performance up to standard. This product does not
do that. Don't believe any on-line tool that claims it could
- expert systems aren't yet that expert.
Instead this product provides the other three critical components of successful performance management - it helps to clarify goals; it provides the objective framework for a useful formal review; and it gives you a straightforward way to link performance to salary movements and bonuses. Click to sample an on-line performance review. The benefits of this on-line tool:
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| Performance leadership |
This is a package of assessment tools and training
materials to help future and existing leaders. A focus on the key
skills makes a big difference with the critical, demanding and unforgiving
job of motivating people to perform. These are a combination of
head-knowledge and people-skills.
The typical approach - self-assessment (which can be combined with staff assessment or full 360-degree assessment) is completed and reviewed for development priorities. Appropriate components of the training package are worked through and a program of practice developed. After 10-20 weeks the assessment process is completed again. | |
| Internal brand and organisational values review |
This process enables you to
check the extent that the organisation believes in and acts in accord
with the core values of the business. The review outputs provide an
indication of quality, communication and human resource priorities.
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| Competency frameworks? |
Competency is a necessary
condition for performance. What exactly are the core competencies
your enterprise rests on? How do you measure the level of your people
and your business's competency? Using a variety of job analysis tools
we are able to clarify and develop measures of the technical, sales
and service, and management competencies that your people need.
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| Balanced score card |
You know that financial measures
tell you how you are doing, not how you could do better. Some firms
include measures of innovation, customer satisfaction and business
processes in a comprehensive score card. Others tune in to staff capability
and/or marketing effectiveness. Many align their score card with their
values. We are able to help you use a score card to help you apply
your business plan. To identify and use the measures that enable you
to better manage your value chain and your people's performance.
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| Performance bonuses and incentives |
Incentives can make a significant
difference to performance - but if you want the difference to be a
positive one, you need some expert design input. Incentives should
include the non-financial as well as financial components. They should
also motivate the appropriate performance, rather than attempts to
game the system. We have a lot of experience in the implementation
of resilient and effective systems.
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| Staff retention |
High performing staff are no value to you - if they leave to work for
the competition. Loss of staff can lead directly to the loss of
customers, not to mention the loss of team effectiveness, and
significant replacement costs. Too many staff leaving feeds
insecurity among your remaining staff and makes it even more
difficult to attract talent. We can help with analysis of what is
driving people away. This is often an effective way to identify your
Human Resource priorities - the things will have a rapid pay-off,
because keeping people does pay off.
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Customised surveys |
Just what is the use of that management development training? Or the
customer service training? What value is delivered by the new
performance management system? Modern surveys can help you draw the
diagram which links the 'soft' leadership skills, with the hard to
get a handle on job satisfaction and organisational commitment, and
makes the connection with 'hard' measures of customer satisfaction
and profitability. You don't do surveys to find out what people are
thinking or how stressed they are. You do the survey to find out why
that is important, and where you should concentrate your management
effort and financial investment to get the results you want.
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| Attraction, recruitment and selection |
Are you selling your organisation short? Are you getting less than
your share of the best people? Finding good people can be so
frustrating that you are tempted to let the recruiter do it for you,
but do they really understand you and your business? (Have they ever
met you?) All it takes is a bit of thought about your 'brand', the
skills you want (that includes the 'soft' as well as the 'hard'
skills), some help with asking powerful questions, and possibly some
clever tests. We can help wrap it all together so that it becomes an
enjoyable process where you develop and use useful skills, as well as
giving you an unfair recruitment advantage.
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