Increase Employee Performance
Align, measure and view daily performance impacting mission, vision
Kaplan and Norton,
developers of the Balanced Score Card reported that 70 to 90 percent
of organizations failed to realize the full potential their strategy
promises. A recent article by Erik Berggren and Lars Dalgaard
estimate that companies experience successful strategy results only
15% from planning but 85% from execution.
It is one thing for
business leaders and senior management teams to develop new
strategies. It is quiet a different challenge to have them successfully
implemented. Many strategies fail to deliver their full potential.
This can be traced back to four critical success areas.
Strategies fail because;
The mission or strategy
is vague or unclear. People are not sure what they need to do to
support them day to day,
The values described in
the vision, mission and goals are at odds with the existing values
and beliefs guiding behavior within the organization,
There are no measures to
help staff mark progress toward goal achievement ,
There is no
reinforcement for behaviors supporting change.
provides a set of interlocking technologies enabling managers to
align and motivate staff at all levels supporting mission, vision
and goals. Managers can now drive strategy as easily as a captain
steers a ship.
1. Tells employees
what they need to do to excel.
One first line employee
responded to the question, “What do you think of our new mission
statement?” replied, “I don’t know, my job hasn’t changed.”
Employees must understand how strategy affects their job and their
performance based job descriptions specify the critical competencies
driving business success. All job requirements are measurable and
prioritized according to their strategic significance. This provides
all employees with a blueprint for success from day one. Mission and
strategy is defined in job specific terms they understand;
2. Tells employees
what activities are valued.
described in the vision, mission and goals are at odds with the
existing values and
beliefs guiding behavior within the organization, They guide
decision making and create a personal sense of satisfaction. Values form the foundation of
relationships and culture. Behavior that reflects accepted values are rewarded socially and
sometimes monetarily. Effective leaders recognize and shape culture by reinforcing behaviors that
reflect specific values.
Effective leaders use
both recognition and rewards to shape behaviors supporting a desired
values This may be done through public recognition, stories of
heroic deeds, openly discussion decisions and of course, walking the
talk. Knowing how to reinforce behavior and shape values is an
essential skill for all managers. The biggest understands what
different people find truly rewarding. Many companies rely on money
and merchandise. These are expensive rewards. To be effective
managers must frequently at first reinforce actions and decisions
reflecting desired values.
Performance Path ®
Incentive Cache™ is a powerful behavior management tool. It provides
manages with a motivational profile for each staff member reporting
to them. Managers stop wasting time and money on “Rewards” that are
not rewarding. If you have ever received a gift you did not like,
you know how staff feel when they receive recognition and rewards
they don’t like. The Incentive Cache™ tells managers which financial
or non-financial incentive has the greatest power to influence on
each staff member's behavior.
3. Tells employees
how they are performing.
There are no
measures to help staff mark progress toward goal achievement.
Adults need a road map
in order to plot progress. Otherwise they lose interest and focus on
more immediate short term priorities and duties. Performance provides
manages with multiple tools to solve this problem including job
specific appraisals, goal setting work sheets, performance dash
boards and the Incentive Cache®.
Job specific Appraisals provide a total objective way to conduct
performance reviews. Each job skill defined in the job descriptions
forms the basis for the appraisal. Every item in the appraisal is
linked to performance driving KPI’s (Key Performance Indicators).
Our proprietary “Human Factors” rating scales enables manages not
only to measure individual performance but motivation level,
competency level, Management skill level, Innovation and conduct. To
ensure absolute fairness a Difficulty Rating Scale is available for
staff members assigned to the same position but work with vastly
different levels of difficulty.
Job specific appraisals enable managers to pinpoint key skill
needing improvement and establish work priorities driving strategy
and sustainability. In addition, managers can target specific
innovation areas creating value for the organization as well as
supporting career advancement and compensation for the staff member.
Performance worksheets enable manager and staff member to discuss
and create goals supporting strategic goals advancing staff
development. Managers can monitor progress through performance
Leadership & Management Skill Level.
Employee Skill Level.
Employee Motivational Level. l.
Innovations Suggested and Implemented.
Skill & Motivational Improvements.
Performance Goals Initiated and Completed.
Displays KPI associated with staff performance by person, position
Motivation – You
Get What You Reward
alone will not sustain a high performance workforce. Managers must
recognize their staff do not work for them, they work for
indicators and financial and non-financial incentives that can be
removed ensures employees not only focus on what is best for
themselves in the short term but what is best for the business in
the long term., Performance Path ® is a no-nonsense
pay-for-performance system that rewards the best, develops the
mid-level skills, and improves under-performers within timeframes.
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