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TIME FOR BUDGETS BUT NO TIME FOR PERFORMANCE MANAGEMENT!
| Guest post by: Chris Watson |
Article Overview: Make your performance management system work for you, or if you are still without one, implement one urgently. This means making it the driving force of your improvement plan for 2010. If you are like so many other businesses out there where by you have reduced your headcount but require more out of each member of the team now, follow this simple plan.
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TIME FOR BUDGETS BUT NO TIME FOR PERFORMANCE MANAGEMENT!
In so many businesses at this time of year the planning and effort goes into the budgets for next year. No time left for Staff Appraisals and Performance Management, the budget becomes the driving force and priority. Before you know it you are in the middle of December and thinking "Thanks goodness the budgets are finished for another year". Some one reminds you, "The staff appraisals and reviews have to be done". Its agreed they can wait until January, what's new!
2009 has proven to be a trying year to say the least for many businesses and the economy doesn't look a great deal better for 2010, plus the fact there is an election looming so it's probably reasonable to say that 2010 is going to be another tough year for most.
Have you asked yourself "What are you going to do differently in 2010"? I still work to the simple principle in Performance Management Systems. Efficient, is doing things right, effective, is doing the right things.
Make your performance management system work for you, or if you are still without one, implement one urgently. This means making it the driving force of your improvement plan for 2010. If you are like so many other businesses out there where by you have reduced your headcount but require more out of each member of the team now, follow this simple plan.
- Make performance management as much a priority as the budget. Get your teams to work on the two side by side. Bring in your HR Manager and put them to good use, give them some targets and objectives.
- Change the old philosophy that having the job descriptions, review documents and performance appraisals in place means you have a Performance Management System. It doesn't. In fact I see more businesses with fantastically designed documents but they have no more of a Performance Management System than what was British Rail.
- Think effective, before efficient. This means working on the priorities throughout the organisation. Start with your business objectives for 2010 and work through every different job role to design a job description that includes a minimum of the top 5 tasks that if done well every day by the person in that role you would achieve those business objectives.
- Now think efficient, and build yourself an action plan to get those minimum of 5 tasks for each job role completed daily in the most skilful and professional way.
- Place part of your reward system on the achievement of being effective as described in section 3.
- Integrate the points above into your existing Performance Management System or start with them if you are about to implement one.
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Article Tags: british rail, budgets, driving force, goodness, headcount, hr manager, improvement plan, job descriptions, li change, li li, performance appraisals, performance management system, performance management systems, principle, priorities, priority, simple plan, staff appraisals, targets, time of year
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About the Author: Chris Watson RSS for Chris's articles - Visit Chris's website Chris spent over 20 years in the Retail Automotive Industry latterly holding positions as Operations Director, Divisional Director and Managing Director before forming two of his own companies from 2006. Connect HR & Recruitment Ltd was established in 2007 of which Chris is a Director and Partner, a business that offers support and advice to SME's on Recruitment, Human Resources and Health & Safety. CARS (Connect Automotive Recruitment Services) is a trading arm of Connect HR & Recruitment which specialises in the Automotive recruitment sector offering Executive Search and Selection plus Managed Advertising services of which Chris is a senior Recruitment Consultant. CARS has access to over 100,000 experienced Automotive candidates residing in the UK. In September 2009 Chris was elected as Fellow of "The Institute of The Motor Industry" and in January 2005 he was awarded a Diploma in Performance Coaching by the NCFE. Chris also holds a certificate for Managing Conflict in the Workplace awarded by the Institute of Leadership and Management (ILM) in 2011 and a certificate in employment and consumer law. Chris has written and developed a one day training course "Successful Recruitment" as well as presenting and writing on the subject of recruitment within the Automotive Sector. Find out more about CARS at www.carrecruitment.com Click here to visit Chris's website   Reviewing Your CV TIME FOR BUDGETS BUT NO TIME FOR PERFORMANCE MANAGEMENT Alternatives to redundancies have benefits Employment References Are So Important Improving Morale After Redundancies |
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Re: Is facebook adverts effective?
- We have done it for our online live tutoring services. But, I have decided not to use it again because we could know that there were around 250 clicks in a week ,but we could not see capitalise a single student. We targeted UK based 24-30 or something. We actually received a very few (I think around5 out of 250 clicks!) ... They too seem to be Indians and Pakistanis residing in the UK with a full time student visa, which prevents them from taking online lessons from us (then why they clicked our ads and even contacted us mean, I think, they do not going to lose anything!) ... So, I realised that our target market UK based PART TIME ACCA and CIMA students do not use FaceBook to browse ACCA and CIMA related sites although they use FaceBook. So, as our website is for ACCA and CIMA courses, probably it might have been shown in ACCA and CIMA FaceBook groups, where FULL TIME students were browsing it. So, I think it is we, selected the wrong medium .... Not to blame FaceBook I think .... So, it mainly depends on your target market, where they reside and actually from that area/country, truly would your target group see your adverts ? Much to consider ....
Re: How much is social media part of your marketing strategy?
- The magic word: TIME
If i had more time... but since I don' have it i go strictly to other marketing methods, that brings in more targeted traffic, like article marketing.
Single mother business
- Hi Evan,
Every problem can be solved. Check these four 'T' points:
1. THINK that you are important. Therefore one can do anything one
sets her mind to. This can be applied to many different types of
businesses. Perhaps she has set her mind on a specific market.
With the help of the internet one can explore avenues of possible
area to fill the need.
2. TRUST yourself that you are able. It doesn't matter, if you make a
mistake. You know your strength and weaknesses. Concentrate on
strength, this is your potential.
3. TEAM-UP with somebody. Perhaps a friend, who has some experience
in this. You can get good advice and encouragement. There are
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These can be a great strength.
Finally,
4. TIME for your children. When you have a routine set up, you can plan
ahead to be with them. As they get older, they will understand the
reason for you to work.
Kindest Regards
Beat
"Unlock People's Potentials!"
Re: Email Marketing, Permission Based
- I agree that a double-opt-in (i.e. confirmed opt-in) system of email marketing is the best method.
Of course, having people confirm their subscription is no guarantee that they will read your email!
Signing up subscribers is only the FIRST stage. The next thing you need to get is their TRUST, and the best way to "get" is not to "sell" but to "give"...
- give freebies
- give useful, valuable tips
- get the subscribers to feel that opening your mail is something WORTH SPENDING TIME ON. Entertain them, make them laugh, but always give them something of value connected to the niche market that your newsletter deals with.
- invite feedback
- use the [[firstname]] tag, and don't be afraid to use it in the newsletter title field either!
Cheers,
David H
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