Effective performance management policies can truly impact your bottom line
2nd February 2011 · 0 Comments
Note: Glenn Jensen, a senior consultant at Core Leadership Services, will speak on “Performance Management: The Myths, Method and Magic” Feb. 15 as part of an ongoing series of speeches designed to help business leaders. The event star ts at 8 a.m. at the San Antonio CPA Society Training Room, 901 NE Loop 410, Suite #420 in San Antonio. Reservations: info@mgrpersonnel.com or by calling 210-826-8000. The cost for this seminar is $20 with full proceeds going to San Antonio Family Endeavors.
Matt Scherer, a regular contributor to the San Antonio Entrepreneur Network, spoke with Glenn about his upcoming talk on this important managerial topic.
Q1: Why do companies need an effective performance management policy in place?
Glenn Jensen: A well designed performance management system affects the entire employee experience. It is designed to build on each employees’ strength and bring out the best possible performance. Without such a system turnover, employee development and overall performance suffer greatly. A good performance management system pays for itself many times over and gives employers a sizeable competitive edge.
Q2: It would seem that small companies would need to build this policy right away, especially when they add workers. What would you advise them on how to start the process?
Jensen: The heart of a good performance management system is made up of clearly defined expectations, job skills and talents. That is where everyone should start. Without these three elements, it is impossible to effectively manage performance. In addition, most companies “waste” between 20 and 50-percent of their payroll expenses without a good approach to performance management. When added together, the costs of turnover, poor productivity, poor quality and other factors are very significant.
Q3: When a company matures, there are probably needs to change these policies. How can they communicate these changes to their work force?
Jensen: Any time there is a change in the goals of an organization, the expectations and job skills needed to meet those goals will change also. Any changes should be written down and communicated to employees in a setting that allows them to ask questions. From that point forward, the changed expectations should be referenced in every pertinent work and performance discussion.
Q4: As part of this workshop, you are donating the $20 admission fee to Family Endeavors. Can you tell me more about this organization and your relationship with it?
Jensen: The mission of San Antonio Family Endeavors is to provide comprehensive, effective, and innovative services that empower people to build better lives for themselves, their families, and their communities. San Antonio Family is a long-standing non-profit agency that provides an array of programs and services in support of children, families, and those struggling with mental illness.
