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Add You - Close the Performance Gap
Who says that you have to go to work to have a cool job? Do you think you need years of school and training to have an interesting job? New freelance sites, like GoFreelance, offer cool jobs that anyone can do. Here are ten super cool jobs that people currently do right from their own homes with little or no training.1. Write Greeting Card Copy. If they are poetic, romantic, sentimental
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her wha
Events are an important part of corporate life. A well planned event can forcefully convey a clear corporate message and engage participants in the respective corporate culture.Most companies and organizations hold events for a number of reasons. Company picnics, holiday parties, new product introductions, sales and planning meetings and annual shareholder's meetings are but a few of the occasions
Begin by taking a look at your team. Do you have the right people? Before you hire someone, think about the culture of your company, the team that you already have in place and your particular style of management. If you have a very structured environment, then you’ll want to hire people who can fit in to your more disciplined atmosphere. If you have a very entrepreneurial company then you’ll want people who are more independent. If you have talented people that fit your company culture, there’ll be less of a gap between your expectations and their performance.
Now that you know you have the right people and you want to narrow the gap between expectations and performance, here are four suggestions:
1) Be clear about your expectations.
Do your employees know what is expected? Have you fully acquainted them with your vision and desired outcome? Don’t assume they know what it is. Communicate clearly. Once the employees knows what the vision is and you’ve been clear about your expectations, then let them take responsibility for achieving the goals. Your responsibility is to keep everyone’s focus on performance, but don’t expect them to do it your way.
2) Make sure they have the tools and information they need.
This is usually the most clear-cut reason for poor performance. Is your employee afraid to let you know that she doesn’t have the knowledge, tools or information she needs? This can be a tremendous time waster. Make sure you’re approachable and then provide the training needed. Only training can close this part of the performance gap.
3) Get to know your employees well.
Know their particular skills, talents and needs. Know their strengths and development opportunities. Frequent meetings make it much easier to confront the employee with the gap between her performance and your expectations. Keep the communication lines open and be candid. If they aren’t on the right path, it’s important to communicate that in a timely manner.
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her what
“ A nation which has forgotten the quality of courage which in the past has been brought to public life is not as likely to insist upon or regard that quality in its chosen leaders today - and in fact we have forgotten.” John F. KennedyWhy should you measure the success of your diversity program, Leader? Let’s dig deeper
Now that you know you have the right people and you want to narrow the gap between expectations and performance, here are four suggestions:
1) Be clear about your expectations.
Do your employees know what is expected? Have you fully acquainted them with your vision and desired outcome? Don’t assume they know what it is. Communicate clearly. Once the employees knows what the vision is and you’ve been clear about your expectations, then let them take responsibility for achieving the goals. Your responsibility is to keep everyone’s focus on performance, but don’t expect them to do it your way.
2) Make sure they have the tools and information they need.
This is usually the most clear-cut reason for poor performance. Is your employee afraid to let you know that she doesn’t have the knowledge, tools or information she needs? This can be a tremendous time waster. Make sure you’re approachable and then provide the training needed. Only training can close this part of the performance gap.
3) Get to know your employees well.
Know their particular skills, talents and needs. Know their strengths and development opportunities. Frequent meetings make it much easier to confront the employee with the gap between her performance and your expectations. Keep the communication lines open and be candid. If they aren’t on the right path, it’s important to communicate that in a timely manner.
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her wha
Avoiding Risk When You Steal ShareWhat do you know? What don’t’ you know? What is knowable?Until you fully understand the REAL issues facing your brand, you cannot solve your marketing problem. Your ultimate success is therefore much more dependent upon the questions you ask then the answers you find. The price of success is the risk of unsettling the boat — rockin
Do your employees know what is expected? Have you fully acquainted them with your vision and desired outcome? Don’t assume they know what it is. Communicate clearly. Once the employees knows what the vision is and you’ve been clear about your expectations, then let them take responsibility for achieving the goals. Your responsibility is to keep everyone’s focus on performance, but don’t expect them to do it your way.
2) Make sure they have the tools and information they need.
This is usually the most clear-cut reason for poor performance. Is your employee afraid to let you know that she doesn’t have the knowledge, tools or information she needs? This can be a tremendous time waster. Make sure you’re approachable and then provide the training needed. Only training can close this part of the performance gap.
3) Get to know your employees well.
Know their particular skills, talents and needs. Know their strengths and development opportunities. Frequent meetings make it much easier to confront the employee with the gap between her performance and your expectations. Keep the communication lines open and be candid. If they aren’t on the right path, it’s important to communicate that in a timely manner.
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her wha
A student loan helps you get through college. Then you come out into a high-paying career. It's a great investment in your (or your sons/daughters) future.Student loans generally give you a good deal. You get below-market interest rates, and you get a $2500 federal tax credit on interest paid over any period of time (previously first 60 months only)It doesn't matter if the student, o
This is usually the most clear-cut reason for poor performance. Is your employee afraid to let you know that she doesn’t have the knowledge, tools or information she needs? This can be a tremendous time waster. Make sure you’re approachable and then provide the training needed. Only training can close this part of the performance gap.
3) Get to know your employees well.
Know their particular skills, talents and needs. Know their strengths and development opportunities. Frequent meetings make it much easier to confront the employee with the gap between her performance and your expectations. Keep the communication lines open and be candid. If they aren’t on the right path, it’s important to communicate that in a timely manner.
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her wha
Absence it is said makes the heart grow fonder. But, when an employee absents himself or herself this is definitely not going to be the case. Absence of employees causes the loss of millions of dollars to the economy. Millions of work days are also lost as a result of employee absence. Absence is genuine in two third of the cases while the others just do it for non-genuine reasons. While employee abstenti
4) Concentrate on the future.
Once you and your employee have identified the gap, and you both understand the reason it occurred:
a) Ask how she plans to accomplish her objectives.
b) Ask her what she needs from you.
c) Instruct her to set up a progress check. This process will lead to her being more invested in the results and realizing her own strengths.
Wait…..there’s just one more thing. What if you’re reading this and you work for a manager who is still a “work in progress”? What can you do?
•Ask for more frequent meetings;
•Inform your manager of what you think your obstacles might be.
•Inform your manager about your needs for mentoring or training.
•Inform your manager of your ideas for success.
None of this is easy; being a good manager and a good employee is hard.
The road to making it easier is paved with both good intentions and good follow through.
© 2005 Julane Borth
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