measurable management skills (Hard and soft) into appraisals.
In 2002 Watson Wyatt
Worldwide published that company with effectively rewards and clear
accountabilities received up to a 16.5% increase in share holder
value. The 2001/2002 follow-up HCI study compared a group of
companies at two different times. Doing a better job of rewarding
employees for good work - and refusing to accept sub par performance
- can earn a company a 16.5 percent higher market value. The study
found that superior human capital practices are a leading indicator
of superior financial results.
What is the evidence
Management is adding
value - not destroying it?
They are aligned around
a common vision?
They know what they need
to do to ensure Human Capital earns a good return on investment (ROI)?
Do they bring the best
out in their staff?
leadership skills can be objectively defined and measured. Including
measurable best practices in appraisals increases accountability and
share holder value. Examples include;
Ensuring the performance
range between top performers and poor performers does not exceed 15%
year over year.
Reward and recognize
staff for performance /skill improvement according to Eligibility
and or redirect staff according to HR guidelines and policy.
conflict with staff and customers by focusing on facts not
personality, uses active listening, and maintains goals, strategy,
Asks for and includes
other peoples ideas into plans, problem solutions, and assignments
resulting in measurable improvements to critical success factors.
accurately recognizes rewards and documents performance of others
supporting Company vision, values and strategy as it occurs. e.g.
giving credit to others ideas, assigning special duties when
interest is expressed, acknowledging employees that have completed
an important assignment, etc.
If we can measure
it we can grow it. Research has found there is as much as a 40%
difference between top performers and poor performers with the same
level of skill. Commonly referred to as discretionary effort.
Identifying and defining measurable leadership skills for managers
and including them in their appraisal expands soft skill
accountability skill few have been able to measure. Improving
leadership skills has a direct impact on employee skill and
initiative. And that has a direct impact on increases organizational
efficiency. Effective leadership inspires people to exceed
expectations. It is human energy that drives progress.
Paying managers for
the full scope of their job responsibilities including leadership
rewards leadership effectiveness. Leadership effectiveness increases
as managers realize the important of developing greater skill in
managing and motivating staff. You get what you measure and reward.
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