Communicating your company vision can be a difficult process, especially in a suffering economy. By setting employee's performance expectations and communicating the non-negotiables of your organization, the foundation for stabilization and surviving critical commerce conditions can be laid and help protect your organization against the added costs of turnover.
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March 6, 2008
Phoenix, AZ - Companies are coping with a changing marketplace and the pressures of doing business today require organizations to invest more and more in their people to ensure success. Leadership Expert Kathy Nesselroad of Ally Professional Coaching Services, LLC shares several key benefits to setting effective performance expectations.
According to Kathy, many companies still structure their organization with narrowly defined jobs that differentiates labor and job functions, creating a "we-they" scenario. She says, "This model creates a fragmented workplace and people do not see how they contribute to the whole process. This environment doesn't empower people and forces management into dealing with putting out 'fires' and other 'micro' issues rather than setting goals and objectives for the entire organization."
So, what should company leaders do to overcome this challenge? Kathy addresses this topic in a workshop called Setting Performance Expectations. It's so important to build a foundation of trust and communicate the non-negotiables in the workplace, according to Kathy.
Kathy's extensive experience working with service companies has given her an opportunity to see first hand the benefits that come from setting clear performance expectations that align with a company's vision. Employees trained to work as partners in the organization with the understanding that their contribution makes a difference to them and other members of the business builds confidence, accountability and adds to their contribution in the workplace.
There are four key benefits managers can get from setting clear performance expectations and these are addressed in her workshop. The first benefit is that they will get the tools they need to reinforce their organization's performance expectations. Why reinvent the wheel when you can utilize a tried and true process?
The second benefit is that they will learn how to deal with daily performance challenges. Kathy says that performance review is not something that happens once a year. It's an ongoing process. You have to address performance challenges as they occur.
The next benefit is that managers will build trust from the start so they can build and maintain employee morale. And in troubled economic times, companies need all the help they can get in maintaining employee morale.
The final benefit is to set goals for clear, concise communication with their staff. This is no time for ambiguous goals and flowery mission statements. Get to the point and get results.
"Companies that set performance expectations," Kathy states, "will set themselves apart from their competition."
Kathy Nesselroad is the CEO of Ally Professional Coaching Services, LLC which specializes in serving service companies by helping them improve personal effectiveness and manage change effectively. To learn more about the Setting Performance Expectations workshop, contact Kathy by phone at 623-551-6551 or by email firstname.lastname@example.org. For more information, visit http://www.allypcs.com.