performance

Training in areas of management, leadership and communication have the greatest potential impact on business. Yet, they are the least applied training skills. Fortunately, a positive return on investment can often be achieved with as little as the 15% who typically apply the training. The research of Advantage Performance Group & BTS, Inc. revealed 70% of participants tried new methods after training and went back to old methods; 15% used it and achieved valuable results; 15% did not try it. Return on investment depends on the on the 15% who use the newly trained skill. Failure to apply training is […]

The knowledge age requires companies to rely more on their human capital than ever before. Discretionary effort (employee engagement) is today’s competitive advantage. Establishing a performance management system is essential to build and retain an engaged workforce. Performance measurements communicate expectations. Measurements must be aligned with the company’s vision and values and reflect the essence of the job description. Focusing on a few critical performance measures that draw a line to the company’s purpose provide meaningful goals. Annual goals should be stationary and achievable. These will not only direct the employees’ actions, but also focus the manager’s energy toward achievement […]

Some managers are struggling with the Generation X and Y employees. The younger (almost) half of our workforce has been branded as having a sense of entitlement. They are smart, technically savvy and expect to be placed on the fast track to management as a result of completing their orientation. Entitled employees come in all ages. Boomers and Traditionalists who believe they have paid their dues may feel just as entitled. Employee entitlement may be more a result of nurture, than nature. An organizational psychologist, Ben Dattner believes employee entitlement is the result of a faulty psychological contract. This contract […]

Why won’t some employees just do their jobs? New managers in particular may struggle with this issue. Most employees need more than the opportunity to carry out their assigned job functions. But too often, managers assign and walk away, assuming the work will be carried out as they envisioned, but haven’t adequately communicated. Sometimes blame and punishment are used as methods of correction. In these contexts, employees are often inefficient – having to learn by trial and error. They are also often hesitant to innovate in their jobs lest they make punishable mistakes, and are ultimately de-motivated to perform at […]