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One small step for you: One giant leap for your Organization

Guest post by: Merydith Willoughby

Article Overview: Times are tough in the business world; very tough in some countries. Regular reports indicate that this is the worst Global Financial Crisis we’ve experienced since WW11. It has made leaders stop and rethink the way they have been doing things. It has made them reevaluate their systems and processes in order to ascertain just how successful they really are. Performance Development Programs (PDP’s) are one way that your organization can improve workplace productivity. Implementing new systems and processes is laborious at first; however setting up and using PDP’s is essential if you are serious about increasing business productivity. They don’t have to be complicated, in fact the simpler the better. When done properly they are a valuable resource for not only you but for your employees as well.

One small step for you: One giant leap for your Organization

Performance Management

Thousands of performance management models have been developed since the Industrial Revolution.

Business leaders are constantly told the best way to do things, the new way to manage people, the new way to think, the new way to be part of the global economy, the new way to increase profitability and productivity, the new or best way to just about do everything. So how can you do it better? How can you manage performance in and for your organization so that you take it and your people to the next level and achieve your business objectives? How do you attract and retain the people you need to help you do it?

Performance management tools provide a structure and mechanism to evaluate all of your staff - including you - to let everyone know what they're doing well, what they need to change and how everything they do fits into the overall organizational plans.

Tools

Performance management has gained a momentum of its own and is now a huge industry but the tools can be very simple, in fact the simpler the better. Any manager (regardless of level) should know their team members best, what they are good at, what they need to improve. This is not rocket science. Don't fall into the trap where things become so complicated you start to think you can't do it properly yourself or are tempted to skip through it to save time. Some of these models are brilliant; others are a total waste of your time and money. Rather than follow someone else's generic model, develop your own performance management program. Your program need not cost a squillion dollars. It simply needs to help you stay focused on what really is important in terms of people management. Over time you will learn what works and what needs adjusting. Adapting your own model

Some businesses believe performance reviews are probably a good idea but don't do them. Some employees think they are a complete waste of time and don't want to do them because they are suspicious of how the review will be used while other businesses and employees love them because they find out how well they're going and what they need to do to fill in the gaps.

If you are already using a performance management program think about how effective it is. Do you consider it a valuable tool? Does it help you to fulfill your role more effectively and to know the people you manage? Is it a document anyone can understand? Is it brief and to the point?

Don't allow yourself to get distracted or confused by the plethora of models available. Have a look at what's around and keep it simple, setting key targets and objectives. Most importantly set a date, do it and then review it to see how it is working. Set, Do, Review. There must be measures you are working towards otherwise you will never know when you have met your targets. Think about the criteria you must meet. Inform your employees about what you're doing, why and what they need to do to fill in the gaps.

Outsourcing

Getting outside help is certainly an option and an excellent one if you employ the right organization to do it and if you stay in charge, dictate the terms and style required. However, if you abrogate your responsibility it is unlikely your business or people will benefit. You might just as well throw your money away or better still give it to charity.

Expect to be much wiser after the experience. Make sure the organization delivers what is genuinely useful to you and then use it! This is a huge growth area and organizations are becoming very rich at other's expense, developing review processes which often end up in the bin but worse, waste many of your precious hours before you realize it.

It is important to use the data that you collect to give feedback to your employees and then follow up with them to see how you can assist them to initiate changes and then measure and monitor the progress and results.

Be brave, lead your people, tell them what is working well and build on the other things that need improving. You can do mini reviews all throughout the year and assist your people to think in terms of what's working well and to be constantly reviewing themselves.

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Article Tags: baby, balance, career, development, entreprenuer, executive coach, fertility, giant leap, government, job, leader, manager, men, mentoring, organizational goals, performance development, producitivity, profits, training, women, work
Referred by: http://www.imentor-pro.com



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