EFFECTIVE PERFORMANCE MANAGEMENT CREATES LOYALTY
We help you to create employee loyalty using a simple recipe. Ingredients include setting expectations, exceeding expectations, providing feedback and development, ensuring superior quality interactions, surveys to determine satisfaction, stimulating growth, resolving complaints, and eliminating the source of complaints quickly.
- Interviewing and hiring the right person or the job
This is where it all begins. If the most talented person is playing the wrong position, their effectiveness and motivation is significantly reduced. Utilizing our experience and technology partners, we help to reduce attrition by putting the right people in the right places. - Developing accurate job descriptions (expectations)
Unmet or unrealistic expectations have been deemed the mother of disappointment. We help to ensure job descriptions are breathing, living documents. They are clear and all training, performance reporting, and performance reviews are created based on the expectations your company has set for its employees. - Performance reporting must be easy to read and understand. Utilizing different methods of communication, we help you to ensure that there is no doubt in an employee’s mind as to where he or she stands in relation to goals.
- Use the reporting and job descriptions to provide frequent employee evaluations
Though employees may know where they stand, who is going to show them how to get to where they need to be? We show leaders how to provide effective coaching through scenario based training modules. These modules deal with real business situations and show different outcomes based on the techniques used by the coach. After training, we then observe interactions of leaders with subordinates and provide continuous training to ensure highest level of quality. - Recognize them or the effort that they put forth and for the performance in relation to goal. If you believe the process will lead to the goal, celebrate the fact that employees are following the process. Our motivational activities yield results because you will know what employees expect allowing you to exceed those expectations every time.
- Perform random and periodic surveys to determine how satisfied employees are with your performance. If employee satisfaction is important to you, you will spend time and money to find out just how satisfied they really are. You will also take swift action based on the feedback they have provided. Otherwise, that feedback will not keep coming. Sessions like our “Fruitful Friday’s” focus groups have proven a success. What we learn is posted for all to see forcing accountability in getting issues resolved.
- Empower employees by including them in the interviewing process, tasking them with improvement projects, and communicating the vision of the company
If the employee does not feel valued by you, they will go somewhere else. We help you to safely create an environment where employees stretch beyond their assumed constraints.
Inside Business–The Hampton Roads Business Journal has an annual selection of the “Best Places to Work in Hampton Roads” I was honored to have been invited as a judge on this panel for the 2010. As part of the process, we reviewed survey results and comments of employees. They told us why their company was the best place to work. This experience confirmed what years of experience have taught me; financial results of a company are directly related to the satisfaction of their internal customers.
