performance management plan

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Most of us have probably seen examples of different types of performance management plans and many approaches to implementing them. Several approaches, of course, better than the other. Many of you followed the flow of articles to our newsletter this year and work to create an effective organization or team course. In this article, I want to share some thoughts about how to write a performance management plan that capitalizes on the natural effectiveness of employees. My experience is that this is a plan that allows all employees to grow and improve productivity because of the way the plan was written and implemented.

Some corporate performance management approach with a semi-fascist forces: they told the employees, "This is your job description and it is your responsibility this is your goal and this is the action that you will need to achieve those goals .. You will do what we have determined in your performance management plan for this document. more information will be used to beat you over the head when you do not measure in some way. "

Some organizations want to do business with the numbers. Each employee is responsible for achieving certain goals are measured. For companies to succeed, everyone must reach their number (or exceeds them). The leaders of the company may not really care how you achieve your goals, and may not even want to know. They care about the numbers reach your goals. There is no real management performance plan.

In an organization that strives to achieve all goals and strive to develop employees and support them in a way that allows them to reach their peak potential, on the other hand, things work a little differently. Let's see, then, on different things in the course Effective (TM) organization.

1. Performance plan is more than just a paper exercise. Employees and superiors at work to create a document that will help employees achieve / current year performance goals by improving performance critically. The plan will be created in a way that plays the forces of nature for employees, so that by setting goals / she was a natural talent. Far more than just a statement of purpose is numerically measurable employee performance, a performance plan outlines:

a. Employee goals
b. How employees can achieve these goals by playing for / he forces his
c. How and where employees can seek assistance from others in the organization
d. What staff development plan will help employees achieve this goal
e. How employees and supervisors to determine whether the objectives have been achieved
f. How employees will be evaluated based on this plan

2. Performance plan will then be used to train employees for the highest performance standards by using / her herself Of Effective (TM) power.

3. Important in the success of employees, supervisors or the organization will give him / her the support needed to accomplish what he purposes. For example: Someone who is tall extrovert may need support to meet one of her / him of his goal. If the purpose of requiring a lot of time crunching numbers alone, the support provided may be set for number crunching tasks to others with very good people skills who can work together to increase their power on behalf of the team.

4. To write a management plan that capitalizes on the performance of employees of Natural Effectiveness (TM) supervisor / organization must use the Effectiveness of Nature (TM) to set goals in the team with the most efficient way based on the strengths of individuals and not on the job description. Several years ago, the alignment of performance planning process utilized by everyone coming together and putting their performance plan on the table. People can then see how they can support each other in achieving their goals and become successful. This is a good approach, and it is very unfortunate that we lost saw him. Fortunately, many of the new performance management system automatically includes this feature.

Naturally Effective (TM), the leaders did not waste time on worksheets. They know that just setting goals and expect people to 'achieve the amount they' did not create a culture, growing reach. They build their organization around the strengths of the people who make it successful, training, coaching and leading them with higher skills and the realization of their own strengths and how they build with the build organizational strength.

Copyright 2008 © by Gayla Hodges

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