This business of ‘performance management’ is a process that’s supposed to ensure everyone in
the organization knows exactly what it is they’re paid to do, and to encourage each toward
individual success. For when we each win, we all win.
Keeping it Simple – Performance Management 101
The Disk Theory of Management
Human Resources is a system of interrelated functions. Changes in one area invariably affect other areas. Sometimes the interrelations are difficult to explain and describe. Managers and employees often have difficulty understanding why job descriptions and performance management systems are important, or how they can help the company be more effective. The Disk Theory of Management is a simple way to illustrate the relationship between organization design, job descriptions, and performance management, and to highlight the importance of these key human resources practices.
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Including ‘Human’ Assets in the Due Diligence Process
Buying a business? Lots of time and resources typically go into due diligence process. Appraisals get done on real estate, buildings, equipment, while accountants and lawyers try to get a healthy assessment to support the business’ financial statements. Often shortchanged in this process is sufficient due diligence into the organization’s ‘human’ assets, and the resulting costs or exposures of change.
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Essentials to Performance Management
Performance management is ‘human resources-speak’ for the process of improving organizational effectiveness through individual performance improvements. Large corporations employ a cadre of experts to develop and manage key performance management programs in an effort to improve productivity and profitability. For the small business owner, failure to manage individual performance can mean business success or failure in very short order.
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Hiring… People Just Like Me
Savvy business owners realize that drivers need navigators, creative people need logic, multi-taskers need focus, perfectionists need to relax, and, truth be told, not all customers love them. Indeed, there is an art and a science to the selection people, skills, and talents one starts to bring into their organization.
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Employee Turnover… Is Your Employee Entrance a Revolving Door?
There’s been a lot of press about today’s labor shortage. Applicant flow is down to a trickle in many industries. Business owners and their supervisors are being challenged to make the most of the workers they have. Regretfully, many are not up to the task.
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Employee Discipline… An Enlightened Perspective
Sometimes employees chose other priorities over us. Sometimes employees engage in behavior that we don’t like. They don’t show up for work. They do nasty things to others around them. They make decisions in direct conflict with the organizations’ goals. That makes us mad. It’s not fair. Others suffer. We want to protect those who are working with us. Consequences must be incurred.
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Is Your Non-Profit Organization Suffering from ‘Lights Out?’
Nonprofit organizations are started by people with a passion for making a difference. The vision for the organization is crystal clear, and the organization’s leaders leverage this energy to inspire action and engagement in others. Clarity of vision ignites a common spirit, and ensures the road is well lit for everyone involved to stay focused and true to the mission and direction set forth.
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Moonlighting… Is Your Job Your ‘One and Only?’
Monitoring or limiting employee activities outside the workplace can be awfully slippery slope. Yet there are those businesses who still feel compelled to restrict or prohibit their employees from having a second job. If you, as an employer, feel the need to head down this path, you might rethink your position on some of the more common arguments for such policies.
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