<i>Dear Workforce -</i> How Do We Move From Paternalism to Truly Measuring Performance
December 22, 2005
Business goals and performance objectives should be clearly established and communicated so that employees know what is expected and how they are to perform.
Increase the amount of feedback given to employees at all levels. Put the emphasis on positive feedback--delivering at least twice the amount of positive feedback as corrective feedback will help employees feel good about giving their best effort.
|Positive||What you did and why it is important (the impact it has on customers, co-workers, sales, productivity, etc.)||Chris, I noticed you reorganized the inventory in the stockroom. This is great, because now the whole team will be able to find products more quickly. Thanks!|
|Corrective||What you did, what you prefer and why the preferred approach is important||Chris, I noticed you left on Friday without putting away the merchandise that was used during the week. What I prefer is that you make a habit of closing up the stockroom at the end of the week in ready-to-start condition, with all the merchandise back on the shelves. That way, when the team arrives on Monday, they can get to work right away and be more productive.|
Use your salary budget to reward your best performers. Make sure there is a significant difference between what you pay average performers and what you pay top performers. Don't reward poor performance.