Dohr Family Business Consulting, LLC

Building Value and Harmony for Business Transition

Performance Management

Let's be perfectly honest. It is no great secret that employee performance has a direct connection to the profitability and ultimate success of the business. When things are going great, it is easy to just sit back and let things run. In contrast, when employee performance fails to meet expectations, it is time to do something.

The truth be known, most successful businesses constantly search to improve their performance because they recognize how critical it is to set performance goals, provide consistent performance feedback, coach employees on improvement, and link compensation, promotions and development accordingly. The benefit to clients is a better understanding about themselves and their jobs, and how to boost competency, commitment, passion and ultimately, better performance.

Performance management, in a broad sense, encompasses the many practices through which work is defined, measured, distributed and rewarded. It involves employee selection and placement, creation of clear and realistic performance standards, goal setting, performance appraisal reviews, employee coaching, compensation, training and development, succession planning, personal career management and even outplacement. By improving the above processes through a carefully crafted performance management system for your business, you can expect to see improvement in bottom-line results.

Symptoms to Look For

• Business performance is not what it should be
• Goals and commitments not met
• There is no current performance appraisal system or process for establishing accountability
• Employees don't seem motivated or incented to do better
• Employees complain about unfair performance reviews and/or being surprised at review time
• Everybody gets the same pay increases regardless of performance
• Incidents of discipline, employee grievances, absenteeism, threats of legal action, and terminations are increasing
• No current job descriptions
• Superior performance goes unrewarded
• There is little focus on developing or coaching employees for improved performance

Services and Benefits Provided

• Performance appraisal development
• Assess/audit current performance culture
• Training on goal setting and performance coaching
• Employee discipline and grievance programs
• Taking corrective action with under-performers