SWITCH WORKPLACE PERFORMANCE "On!" Each individual in the workplace has inherent abilities and skills waiting to be recognized and switched to the “on” position. Organizations who understand this are frequently named in lists of “the best companies to work for” that intermittently appear in national and local business publications

Is performance switched “on” in your organization? If you’re not sure, here’s a brief review for your leadership team that will guide them in maximizing the talent you need to achieve your business goals.

How to be "The Best Company to Work for"

Each individual in the workplace has inherent abilities and skills waiting to be recognized and switched to the “on” position. Organizations who understand this are frequently named in lists of “the best companies to work for” that intermittently appear in national and local business publications. These organizations’ leaders use defined performance management processes to identify, develop, reward, and thereby “switch on” the individual talents within their employees. Organizations who do not make the list usually do not have such a plan, and are on the whole unaware of how to fully engage the talent within their grasp.

As competition for top employee talent shifts into full gear in the coming years, organizations with effective performance management processes will prosper. Employees who benefit from personal development opportunities, meaningful rewards and recognition for their unique talents are more likely to reward their organizations with superior performance and increased loyalty. Performance management takes planning, however, and cannot be implemented without leadership participation.


The Path to Performance Management

There are FOUR STEPS outlined below that will start you on the right path to performance management. The sooner your leadership team completes them, the faster you will profit from the results!

Step One in building the organization’s plan to achieve top employee performance begins with the leadership team defining or reviewing the organization’s goals. Workplace performance cannot be measured independently of the organization’s goals. Clarity and consensus on these goals within the leadership team is the essential groundwork for any successful performance plan.

Step Two is to incorporate the organization’s goals into unique and specific sets of 3-5 succinct and measurable “accountabilities” for key positions. This can be accomplished through a job benchmarking process, which will result in setting specific performance objectives for each position. Included in this step is the definition of specific attributes, behavioral traits and motivators required to achieve the position’s accountabilities.

Step Three involves matching the right personal talent to the job – or assuring that you already have the right talent in the job now. Each key position requires the right talent to achieve top performance, and with the job benchmark completed, a template has been established. Matching the right person to the right job can result in maximizing the person’s strengths and increasing job satisfaction. Talent assessments can gauge the same areas as the job benchmark (attributes, behavioral traits and motivators), greatly facilitating this process. A valuable side benefit of assessing talent is the automatic collection of a “talent database” for use in the future as your organization’s jobs evolve.

Step Four is to implement an ongoing review, recognition and rewards plan to consistently drive top performance. Poll after poll indicates that people in the workplace seek rewards not only from their salary, but also from recognition for their performance. A personalized developmental plan linked to increasing performance carries the message that the organization truly values the individual, and is investing in his or her growth. Here is where you hit the “on switch” for organizational performance!

Business succeeds (or not) based on the level of performance the capable talent in its workforce will achieve. Defining jobs and matching talent leads to “switching on” your organization’s performance, and lighting your path to success!

Human Performance Specialists

Contact HRGroup --- your Human Performance Specialist --- to discuss how the TriMetrix™ System can lead your company to success with customized job benchmarking, talent selection and personal development.

© 2003, Target Training International, Ltd.

Contact HRGroup for a demonstration of the TriMetrix(tm) System for job benchmarking, talent selection and personal development. TTI Distributors deliver human capital management solutions for enhancing your organization's ability to compete and thrive in the marketplace.