Performance Management - It's always about people working productively in harmony with each other and the organization ...

Performance Management 

​Performance Management - It  Starts Before You Hire  
 
Many companies follow the standard recruiting process that has been used for ages:

• Realize you need help
• Post a job
• Realize what you really want and need in a candidate (Hmm...shouldn't that be the first step?)
• Screen resumes...and more resumes...AND MORE RESUMES
• Interview a few of the chosen (or at least from the first pile of applications)
• Hire, hope and pray!​
• Then - and usually only then - performance management strategies usually find their place – after the hire.

To ensure success, performance management should start before you hire …

Performance management isn’t just for your current team - it should be used when making plans for new hires, impending reorganization, expansion plans and long term business goals. Understanding how an employee can be successful (utilizing measurable metrics) prior to hiring can help ensure their success. Understanding the functions and goals of the position, and being able to communicate this to the employee or future employee, is absolutely critical.  
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“Don't hire for the sake of hiring. Hire because there is no other way to do what you want to do”. Sam Altman
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Performance Management is a continual process …
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Implementing performance management isn’t a one-size-fits-all strategy. Successful strategies focus on the individual, their skills, personality, goals and weaknesses. It is an investment in the people on your team, and it is about optimizing the performance of those you care to keep.
 
Through our experience and programs, we can help ensure that performance management is at the forefront of any hiring or organizational practice, reducing costly turnover, contributing to improved results and of course, achieving WorkProsody – people doing work in harmony …
 
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“All organizations are perfectly designed to get the results they are now getting. If we want different results, we must change the way we do things.” - – Tom Northup
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​"If I were running a company today, I would have one priority above all others: to acquire as many of the best people as I could [because] the single biggest constraint on the success of my organization is the ability to get and to hang on to enough of the right people." 
Jim Collins

Prescriptive Performance Analysis & Methods (PPAM) ©

Prescriptive Performance Analysis & Methods (PPAM) © The process begins with ANALYSIS -  Measuring success or the path to success by understanding the desired goals of the employee or position.  

We continue with the PRESCRIPTIVE - developing and employing tools to define issues and accountability.  

Finally we impart the METHODS - a custom set of measurements and metrics to gauge progress within your organization or department at any time.
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Our program isn't coaching and it isn't training. It is a personalized plan that drives accountability on a consistent and measured basis, supported by the experience of a seasoned executive consultant who has worked with and on all levels of an organization.

Who is this for?

• The business owner or leader who has invested in key staff and wants to inspire their success and output rather than have them learn by trial; especially in the critical early stages of employment.
• The manager who wants to help an individual or group that may have lost their way, improve their operating and performance results and invest in their success.
• The individual who is committed to achieving success in their career, life or business and is willing to invest in their future and accept guidance and accountability.
• The new entrepreneur who is ready to launch or who needs a jump start to their business through outside analysis, prescriptives and measured accountability actions.

How do you start?

Contact Dani or Dan to discuss your needs or to let us guide you in defining or clarifying your concerns.

From there we will work with your team to develop the methodology best for your organization - and then manage the implementation.

​The goal? achieving WorkProsody –
people doing work in harmony …
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