Translating Intangible to Tangible Performance: Volume 2   12-page PDF document
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Translating Intangible to Tangible Performance: Volume 2 (12-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 2 (12-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 2 (12-page PDF document) Preview Image
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Translating Intangible to Tangible Performance: Volume 2 (12-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 2 (12-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 2 (12-page PDF document) Preview Image
Translating Intangible to Tangible Performance: Volume 2 (12-page PDF document) Preview Image
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BENEFITS OF THIS PDF DOCUMENT

  1. Objectively evaluate communication.
  2. Objectively evaluate customer service.
  3. Objectively evaluate integrity, ethics and accountability.

PDF DESCRIPTION

This product (Translating Intangible to Tangible Performance: Volume 2) is a 12-page PDF document, which you can download immediately upon purchase.

Performance Management Volume 2: Objectively Measure Communication, Customer Service, Integrity and Ethics and Accountability

Supervision and Management are often at a loss when evaluating performance and they are unable to provide specific examples of non-performance incidents. Additionally, employees are caught off guard when they learn about performance expectations after a non-performance incident occurs. If, for example, an employee is informed that the level of teamwork being demonstrated is unacceptable and asks what that means, the supervisor or manager cannot quantify what is meant by teamwork. Over time, because feedback and ratings cannot be substantiated or justified, supervision and management avoid honest communication and assessment, and employees cease to be held accountable for desired performance. This situation ultimately impacts high-performers when their own productivity and quality gradually decline. An organization may even wind up keeping employees who should not be kept beyond their probationary periods because they are not meeting performance expectations and the ability to justify terminating employment is deficient.

With this reference, you can objectively measure performance by making the intangible tangible. In this document, we provide over 20 objective measurements each for evaluating the following performance categories:

•  Communication
•  Customer Service
•  Integrity and Ethics
•  Accountability

These measurements can be used to communicate performance expectations during the recruiting and hiring process, to identify performance gaps and coach employees to succeed, to track and document performance, and to substantiate and justify feedback and ratings associated with probationary periods, personal improvement plans, corrective actions, performance reviews and disciplinary actions.

A worksheet is also provided to document coaching sessions.

Got a question about the product? Email us at support@flevy.com or ask the author directly by using the "Ask the Author a Question" form. If you cannot view the preview above this document description, go here to view the large preview instead.

Source: Translating Intangible to Tangible Performance: Volume 2 PDF (PDF) Document, Karen Reitor, Communique Productions Inc


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ABOUT THE AUTHOR

Additional documents from author: 85

Since 1985, Communique Productions has worked with over 175 clients and completed over 3000 talent development and management consulting projects. Karen Reitor, President and Founder, is a Certified Management Consultant and a Certified Professional in Learning and Performance. Communique is an Accredited Provider certified by the International Association of Continuing Education and Training ... [read more]

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