Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity. —U.S. General George S. Patton (1885 – 1945) Senior Officer best known for his leadership of the U.S. Third Army following the invasion of Normandy in 1944
This topic is one of seven which focus on organizational development. Success requires a highly-tuned leader who attends to the performance of individual employees for the sake of the organization, department, and team.
The three steps of a performance management model must be prepared and carried out effectively and efficiently. The process includes a two-way dialogue, prepared dates, times and events and preparation throughout the entire timeline; not just the last few weeks. There are practical methods and tools to assure an effective formal and informal performance discussion which requires discipline and focus.
Many tools and methods are practiced with real work situations and performance discussions.
The goal is to enhance the relationship between supervisor and employee, identify goals collectively, increase job satisfaction and trust with candid conversations. Learning Alliances Company has interactive modules which include (and are not limited to):
- Create the environment
- Measure results
- Observe and Identify unwillingness or inability to meet expectations
- Utilize discipline as a performance tool
- Confidently lead in any situation