Welcome to the October 31, 2007 issue of The Total View

Published by Success Performance Solutions, Written by Ira S. Wolfe

Visit our Human Resources Blog and Perfect Labor Storm Blog where we can post daily (and more often) human resource updates, news, and Perfect Labor Storm facts. 

2 Seminars, 2 Days

Nov 1 - CriteriaOne DISC Training

Nov 2 - Become a Best-in-Class Company: Keep Execution on Track

More details below!

What's Inside this issue of The TotalView:

1.  Performance Management Is Not Just a Necessary Evil

Performance management is hot! Nearly every executive and HR manager is focused on aligning employees and streamlining the management of performance. The discussion isn't just happening in the U.S. This is an excerpt of a dialogue I had this past weekend with JT, the Director of HR for a multinational cement company located in the Middle East. The discussion was remarkably similar to those I am having daily with business people from Lancaster, PA to San Francisco, CA. It serves as a terrific example about the confusion running rampant and few recommendations I offered as a solution.

JT: I am working on a performance management system that we want to implement next year. We have an existing one but it's not working very well. Our current system has three components: namely, the specific objectives, the competency and the development plan.

ISW: Perfect! This is a great plan. Recently researched case studies and research demonstrates the employee alignment with corporate objectives is mission critical. Therefore the first steps in initiating an effective performance system begins with:

JT: The problem is that most of the responses required are subjective and dependent on the manager's observation. I'm sure we just need to put more emphasis on providing reports for the specific output but more than that, we need a system for them to follow so that subjective observations will be minimized.

ISW: I'm not confident that more reporting will lead you toward better performance management. I'd encourage starting with each manager setting clear expectations using SMART goals. (SMART - Specific, Measurable, Achievable, Resources, Time)

JT: Further, we are not sure if these three components are what is best for us. There are organizations practicing management by objective, there are those having competency based, etc. We have both but we want to know if we are making the appropriate investment by going through all these documentations.

ISW: The only truly effective performance management will result when objectives are clear and contributors understand their expectations. The ultimate goal is achieving your corporate objectives. How you get there is irrelevant (as long as the path is ethical.). MBO, competencies, etc should just be tools used to execute the plan. Too often managers measure the effectiveness of the tools in lieu of measuring actual performance. That is like watching the fuel gauge and speedometer and assuming the engine is running efficiently, In other words, you can be effective at MBO and competency modeling but still not achieve your intended goals.

JT: What is the best fit program for us? What performance management system is simple but does not compromise quality. What metrics should we use? These are the questions that we need to answer. By the way, we also have the balanced scorecard and I communicated that objectives should be anchored to it to be measureable.

ISW: I'll go back to my initial recommendation - KeyneLink Performance Management System. It requires each individual, especially management, to develop a plan with goals that align with the overall business plan. It then provides an online feedback and monitoring system for upper management to track progress and derailments and make adjustments on the fly. It can also tie pay to performance.

JT: On top of that, given the very traditional culture that we have, what performance management system will encourage buy in from all the stakeholders.

ISW: It's been proven that employees will respond more effectively when they know exactly what is expected and work harder when goals are measurable and aligned with business goals. The next benefit is that ongoing feedback between the manager and employee is a well-documented driver of retention and job satisfaction. The truth is that almost any performance management system will reap huge returns for any organization. Keynelink streamlines the process and allows even the small business owner or CEO to ensure his/her strategic plans are executed on time and on budget.

If your 2008 plans call for an improved bottom line and higher retention, call us at 800.803.4303 or 717.291.4640

2. Perfect Labor Storm Warnings   

Every day I receive dozens of stories highlighting

another shortage of workers. Each week I'll post

one or two of the more interesting ones.  This week's

post is:

A recent survey found that two-thirds of workers who call in sick at the last minute do so for reasons other than personal illness. Respondents to the 2007 CCH Unscheduled Absence Survey said their reasons for taking off sick included family issues (22 percent), personal needs (18 percent), entitlement mentality (13 percent) and stress (13 percent).  Such unscheduled absences can cost a large business more than $760,000 a year.

Read more about unscheduled absenteeism in the NEW Perfect Labor Storm 2.0 (soft and hard cover versions)

Now on Sale!  Perfect Labor Storm 2.0 (soft and hard cover versions)  

Order today and save 25%.

NEW Chapters!  Generational Conflicts in the Workplace, Managing the Future Workforce, Attracting Young Employees in a Seller's Job Market plus hundreds of new facts, trends and stats.

View Table of Contents  

Save 25% off retail by ordering now.

Hard Cover: $29.99         Soft Cover: $19.99  

Your Price: $22.49           Your Price: $14.99

To order Perfect Labor Storm 2.0, call 800.803.4303.  Discounts for orders of 10 or more.  Specify hard or soft cover.

3. Managing Generation Y

Understand the youngest generation in the workplace--where they are coming from and where they are going. Learn best practices to attract, motivate, train, develop, reward, and retain the highest-maintenance workforce in history. Become an employer of choice for Generation Y.

Challenged by Managing All the Generations? 

Click here for Managing the Generation Mix

4. How to Become a Best-in-Class Company

• 89% of Best-in-Class companies increased Employee
  Performance compared to only 33% for the industry average.
• 63% of Best-in-Class companies increased Revenue per
  Employee compared to only 35% for the industry average.
• 75% of Best-in-Class companies decreased Employee
  Turnover compared to only 13% for the industry average.

Join us on November 2, 2007 to learn about a revolutionary performance management system that links your organization's vision, values and operating objectives with the daily activities of your people and holds every employee accountable for their actions.

Who should attend this workshop:

• Managers who dread your current performance review process
• Executives who want to improve overall company performance
• Human Resource Professionals who want to improve employee productivity
• Business Owners who want to increase employee satisfaction
• Organizations who want to link individual performance to business objectives (pay for performance)

Call us today - 800-803-4303 - to register for this FREE workshop on November 2, 2007 in Lancaster, PA.

Registration: 8:00 AM

Seminar begins: 8:15 AM

Seminar ends: 11:30 AM  

Can't attend?  Call or reply to this email and schedule a FREE web demonstration or onsite consultation.  

Learn more about KeyneLink Performance Management System

5.  NEW! DISCovering Your Style QUICKFORM - Only $15

Introducing the new four color DISCovering Your Style QUICKFORM Questionnaire. It is designed to be used in workshop settings to help individuals discover his/her behavioral style. It has a scratch off questionnaire, similar to a lottery scratch off, making it easy to use.  

Order as few as 5 for $75 ($15 ea).  Volume Discounts for orders 100 - 250 - 500 - 1000+.  Call 800.803.4303

6.  NEW!  CriteriaOne DISC Training - November 1, 2007  

Position yourself as THE DISC subject matter expert in your organization!  When you become a CriteriaOne® DISC Behavioral Analyst*, you will have the know-how to deliver communication and team-building workshops and interpret CriteriaOne® DISC reports.  Success Performance Solutions' professional staff - experts in Marston's DISC model, building effective teams, and job matching using CriteriaOne® DISC reports - will conduct this training.

This fast-paced, comprehensive certification training will provide an in-depth understanding of DISC model, the CriteriaOne® DISC system and its many team building, conflict-reducing and job matching applications.

What's included in this workshop?  Register before October 1 and receive products and services worth nearly $1600.00, much more than the cost of this training!  

Learn more about CriteriaOne DISC reports.  

To register for CriteriaOne DISC Training or request more information, call 800-803-4303 or send an email.  

7. Speaking Schedule: Ira S Wolfe  

2007:  

November 1 - Healthcare Executives Forum - Workforce Trends That Change

                       The Way You  Will Do Business

November 13 - Carlisle (PA) Chamber of Commerce - Workforce Trends That

                          Change The Way You Will Do Business

2008:  

January 21 - Institute of Management Consultants (Dallas, TX) - Workforce

                      Trends That Change The Way You Will Do Business

January 22 - Optimance (Dallas, TX) - Workforce Trends That Change The Way

                       You Will Do Business

October 2008 - American Staffing Association Annual Meeting - Workforce

                          Trends That Change The Way You Will Do Business

Call 717.291.4640 to schedule Ira for your next meeting or conference.

8. Quotes from Hire Authorities

"We have people coming here with a high school or two-year college degree who don't have critical skills," Vance Hays (Standard Industrial) said.  Marvin Carraway, the retired general manager of Clarksdale (MS) Public Utilities, echoed Hays' sentiments. "The young people can't read a blueprint or know how to use basic tools."

Permission is granted to consultants, managers, business owners and HR professionals to reproduce content from this newsletter for your internal publications, or to distribute copies to your workforce, on the condition that you reproduce the credits and contact information as follows: "Reprinted with permission from Ira S Wolfe and Success Performance Solutions. Copyright 2007 Ira S Wolfe." We also hope you will forward the newsletter in its entirety and recommend to others that they subscribe.

Ira S. Wolfe Copyright 2007 - All Rights Reserved. Reprints and other distribution by permission