Where do I begin?
Unsure of where to start? Choosing among the three options of this Web site depends on what systems and methods you already have satisfactorily in place now. However, for most people, it probably is best to begin at the beginning – with a view of the whole company's performance via Corporate Accountability. Others may want to move to understanding employees better through Employee Motivation, or to creating a means of Performance Monitoring to ensure the expected is actually accomplished, person by person.
Do any of these quotations match your concerns?
Management and Leadership
- "Leadership training and education is lacking." – Go to Corporate Accountability.
- "I need to know how to manage the managers better." – Go to Corporate Accountability.
- "Some of our managers do not know how to delegate well." – Go to Employee Motivation.
- "How do we avoid promoting good technical people to bad manager roles?" – Go to Employee Motivation.
- "Not only do our employees not know what they are supposed to do, their managers don't know, either." – Go to Performance Monitoring.
Employee Concerns
- "Our entire base of employee handling leaves a lot to be desired; it seems we need to learn the fundamentals of employee motivation, about what drives people to behave the way they do." – Go to Employee Motivation.
- "Our employees need to focus on the right outcomes." – Go to Performance Monitoring.
- "Our employee monitoring is inconsistent from employee to employee." – Go to Performance Monitoring.
- "Our employee monitoring is totally subjective; whether Harry likes or dislikes someone seems to be wrapped in feelings rather than specifics." – Go to Performance Monitoring.
- "Our means to oversee and monitor employees is too complex, measuring more parameters than I care about; the employees may get 5 done right but not the 1 or 2 that I really want." – Go to Performance Monitoring.
- "How can we optimize our understanding of employee behavior for our company's benefit?" – Go to Employee Motivation.
Human Resource Issues
- "We need simple job descriptions without all the bureaucracy." – Go to Performance Monitoring.
- "We have good job descriptions that most people seem to adhere to but we still are not getting the results that we need." – Go to Performance Monitoring.
- "We need to keep good employees longer." – Go to Employee Motivation.
- "We need to improve our ability to hire good people." – Go to Employee Motivation.
- "How do we create job ads that attract the right people but eliminate the wrong ones?" – Go to Employee Motivation.
Planning and Mission
- "We have a detailed plan for performance; we simply want to ensure that we deliver as expected against it." - Go to Corporate Accountability.
- "My employees are not engaged in the company vision." – Go to Corporate Accountability.
Information Flow
- "Information flow is not well organized with the right amount of information going to the right people at the right time." – Go to Corporate Accountability.
- "We need simplicity in monitoring the key indicators for the company." – Go to Corporate Accountability.
Departmental Issues
- "Our departments don't understand what the other departments want or need." – Go to Corporate Accountability.
Learn more about what is involved
Select the portion of performance management that matches your interest by clicking on the image.
Corporate Accountability
Ensuring entire company performance
Employee Motivation
Understanding employees better
Performance Monitoring
Making the expected actually happen
