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Supercharge Performance

Employees can contribute to either moving your organization towards success or away from it. Building a company culture that manages for high-performance requires adopting ever-critical communication techniques and influencing skills. 

Though obviously managing employee performance is advantageous enough, it also allows using outcomes of the Performance Management process for other organizational functions as well. To name a few:

  • Career Pathing

  • Organizational Structuring/Restructuring

  • Succession Planning

  • Promotion Decisions

  • Retention Decisions

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The Big Picture

Organizational Goals

Review organizational goals to define success. Ideally follows strategic planning process and aligns to Strategy Map and Scorecard.

Performance Evaluation

Followup, constant contact, and feedback with employees enables them to stay focused on what matters. 

Job Analysis

Leadership develops job descriptions for roles that will help the organization achieve its goals. Employees are afforded the visual of how their work relates to the success of the entire organization.

Career Development Planning

Root causes to strengths and opportunities are first identified and explored. Then strategic action items are mapped to close performance and potential gaps. 

System Implementation

Performance management linked to what is required and expected of the role and the organizational goals. Visible linkage results in a more engaged and high-performing workforce.