A Fan WPA Education

Managing for Results – 8 ways to link performance to results

When you talk to employees about performance, you have goals different. You may need some employees to improve, while others you might want to keep doing a great job. Or maybe you just want everyone to hear! Whatever your goal, if you link performance results, you get better performance. The key is to ensure that results are meaningful to employees.

significant results can include improved of customer service, increased profits or reduced error rate. They can also include things such as assessments improved performance, increased opportunities for advancement, and strengthening technical skills. But be sure not to only focus on things that are important to your organization. Include things that reflect your personal interests of employees as well. Consider these eight results.

1. Performance of the link to the enrichment of employment:

Employees want to feel that they do is important. Doing work harder or work with different employees are just two examples. Investigate things like employees at their place of work. Determining what makes them happy. Use this information to explain the performance, efficiency can lead to an enrichment of more jobs.

2. Link performance to learning and development:

Consider your employees' strengths and weaknesses. Would new knowledge, skills or abilities to help? Or perhaps there is an opportunity to earn certification in a certain area. Use this information to see how positive performance can translate into improved capabilities.

3. Link performance to Advancement:

Think about how certain actions give employees more opportunities for advancement at work. Maybe there are opportunities for job rotation or transfer of high-profile. Use this information to connect the interests of employees performance, highlighting the impact on upward mobility.

4. Link performance to money and awards:

Identify the monetary benefits that exist for employees. Go beyond the regular salary. Include any cash payments for tickets theater. Use this information to link performance to financial benefits or other benefits.

5. Link to yield performance other employees:

Ask: Who is the impact of employee performance? Consider staff supervision, technical staff, support staff, and others. Use this information to emphasize how employee performance can positively or negatively impact on the performance of another employee.

6. Link to performance achievements of Operation:

Look at an organizational chart of your business, organization or association. Review workflow processes and products or services you provide to other offices or departments. Do they depend on the materials or information to your employees? If so, consider what happens when they get what they need or when they get not what they need. Use this information to explain why a good performance is important.

7. Performance measures related to organizational success:

Think about how your organization measures success. Some organizations use sales quotas as a guide. Others followed the acquisition new customers. Look at the strategic and operational objectives for direct or indirect links. Use this information to explain the considerable impact at ornot to do something.

8. Link to Performance Guidelines:

Look at the vision of your organization its mission and values. This information tells you the type of fundamental practices that are important. Review the instructions on "how" employees must make and things "that" they should do. Think also of the rules, regulations and policies. Use this information to support the importance certain types of performance.

Between the performance of work will result

Bottom line, if you link performance results you get better performance. Make sure you weigh the results between things that are important to your organization and things are important to your employees.

About the Author

Dr. Barbara Brown trains, writes, and consults on strategies to enhance and improve workplace performance.

Get the iPhone and iPad APP Manage Employee Performance: http://itunes.apple.com/us/app/manage-employee-performance/id388649089?mt=8

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