MANAGING PERFORMANCE: WE CAN HELP YOU.

Here are some thoughts and steps that are important in your efforts.

To manage performance, it is necessary to set up a playing/working field which is conducive to the performer's success.

There are three essential aspects to playing this field...
1. Antecedents     2. Feedback    3. Consequences

(1) Antecedents (in a work environment) are all the communications (and actions) that take place that set the stage for future actions to be taken. Everyone needs antecedents to give purpose and direction to their actions. It's necessary that they be informative, clear and specific. They include: the goal, trainings, consequences, policies, written and verbal communications, etc. Talk to us, get us involved in this step.

(2) Feedback measurement is any information that lets your people know how they are doing. It is information that will be used to guide one's future actions. It's important that your people understand the role and importance of feedback and play a part in determining the feedback they will use. Feedback should be:

(a) Pertinent...Feedback should be seen as useful to your people as their tool in their efforts to be world-class suppliers.
(b) Specific...Feedback should be broken down to give specific information.
(c) Measurable...Feedback must show variances. It can show either positive or negative results. In either case, the results should be used positively.
(d) Timely...Feedback must be given often enough to be able to help your people adjust their actions as needed to continue their world-class efforts.
(e) Individualized... Feedback should be given individually and to small teams. Either is better than none; both are best.

Feedback is not recognition, though it can be used as an opportunity for recognition. It is an additional antecedent. It gives information necessary for future action. Important additional thoughts on feedback:
1. Explain the benefits of feedback from the users perspective.
2. Keep it simple.
3. A picture is worth a thousand words.
4. Limit measurements between two and four specifics.
5. Fully explain all charts, i.e....purpose, information, evaluation.
6. Post feedback near work area.
7. Keep charts current. Inconsistent feedback is not taken seriously.
8. Encourage people to chart their own performance when possible.
9. Write supportive comments on charts.
10. Chart what one has control over.
11. Showcase charts.
12. Show trend-lines and goals.

Let us help you create a favorable atmosphere towards feedback-measurement. Our efforts here will make a world of difference in the participation and enthusiasm of your people.

(3) Consequences are a primary guide and motivating factor! Set it up so everyone can be successful based on their ability to create positive results.

Not everyone can be the best, but everyone can improve and move toward their goal. That movement is validation of personal commitment.

It is important that the consequences of good and poor performance be related to organizational team objectives and discussed openly during all phases of your process. People need to know the consequences for their actions as early as possible.

We are experienced professionals at creating quality recognition and award incentives as you would require them.

We are only a phone call away from helping you in your performance management activities. We are experienced, reliable, easy to work with, and are committed to helping you set the stage for your continuing production of quality parts and service.