by James Canada
Results-Based Performance Standards are organized around five Mega Processes: People, Knowledge, Sales, Service and Culture. Each is a pillar that supports the whole and must be understood thoroughly before you can accurately assess the performance of your employees.
Achieving proficiency in these processes might look different, depending on the position or role of the employee being assessed. For the sake of illustration, let’s say you’re evaluating the performance of a senior manager. Success in each process might look something like this:
1. PEOPLE: Employee promotes teamwork and collaboration among his/her charges, mentors staff, and helps them develop while ensuring 100% review compliance and minimizing turnover. This person also encourages diversity in ideas that are put forward.
2. KNOWLEDGE: Employee delivers measurable value through his/her expertise and experience, especially if he/she is a specialist in one function or technical area. This person also applies this knowledge to client matters and contributes to the larger institutional knowledge of the company, following best practices.
3. SALES: Employee is an active participant on account/pursuit teams, developing an appropriate internal network. This person also generates, identifies, and pursues leads to future business, and partners in external marketing activities.
4. SERVICE: Employee provides value by maintaining appropriate chargeability (50%), and profit percentage meets approval by Practice Director. This employee also understands and applies appropriate, firm-sponsored methodologies and procedures, and participates in internal focus groups, task forces, and process improvement teams.
5. CULTURE: Employee attends classes and meetings, adheres to company’s education policy, and effectively manages senior management relationships. This person also demonstrates initiative, drive, and self-confidence, and recognizes and promotes staff diversity.
Again, this is only one example. Details and specific definitions will vary depending on the position, industry, and overall values of the company in question. However, focusing evaluations on these five processes will provide a template upon which you can build an effective Results-Based Performance Review.
James H. Canada is managing partner/CEO for Alliance Technologies LLC, ITEN mentor and author of “Corporate to Entrepreneur: Strategies for Success.” Contact Jim at firstname.lastname@example.org, 636-734-2337 or www.alliancetechnologiesllc.com.