~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
The Total View
The Whole Person Approach for Selecting and Managing Top Performers
March 24, 2004
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-- Study Reveals Performance Management Grows Net Income 756%
-- Perfect Labor Storm Alerts #121 to #125
-- What Is It That Employees Really Value?
-- 21 Reasons Why Performance Reviews Fail
-- Have you ever avoided an employee's review and hoped they would quit first?
-- If you ever asked, "What Questions Should I Ask During An Interview?"
-- Discouraged by Interviewing The Wrong Candidates?
-- Just the facts: The Kings of Cards
Greetings!
Welcome to this week's issue of The Total View.
The Total View is written and
published each
Wednesday by Ira S.
Wolfe, founder of Success Performance Solutions.
(Yes, Ira writes every article, every week!)
Ira S. Wolfe ©2004 - All Rights
Reserved. Reprints and other distribution by permission
only.
To learn more about Success Performance
Solutions or read back issues of The Total View, stop by
our website at www.super-solutions.com.
Understanding Business Values and
Motivators and The Perfect Labor
Storm Fact Book are here.
Preview the
introduction and first chapter of Understanding Business
Values and Motivators at no charge by following the link
in the Understanding Business Values and Motivators
section below.
Continue reading The Total Viewand order your
copy below.
April Seminar Schedule Released.
April 6, 2004 - Pathfinder, the Integrated
Performance Management System - Register
Here for Pathfinder.
April 13, 2004 - Total Applicant Processing
System - Eliminate The Headaches and Logjams When
Screening Candidates Register Here for
APS.
April 21-23, 2004 - CriteriaOne Train-the-Trainer:
Learn to Hire Competence with Confidence. Register
below for CriteriaOne.
Study Reveals Performance Management Grows Net Income 756%
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
As recently as 1982, sixty-two percent of the value
of an organization was measured by its tangible
assets. By 2002, nearly eighty percent of its value
shifted to intangible assets, Yes the human capital of
any organization now accounts for eighty percent of its
values.
Maybe that is why smart organizations seem to be
interested in optimizing the way these precious assets
are managed. Establishing an effective performance
management system is an organization's way of doing
just that.
In an 11-year study that included more than 200
companies from 22 industries, the financial and
operational performance measure of companies
who "lived" performance management and those
organizations who did not were compared. The
economic impact was enough to give any executive
chills up and down their spine - or just want to throw
up his/her hands and cry.
The revenue growth for organizations with
performance enhancing culture was 682%; for those
without, these organizations grew by 166%.
While many organizations might be happy with
166% growth. You'll probably want to read more. When
you take a look at the bottom line of these two groups,
the net income growth (the bottom line) of the
performance enhancing organizations grew by 756%
while their counterparts grew by a measly 1%!
Just last week, we hosted front-line supervisors
from four local businesses. Each of these
businesses "sent" several front-line supervisors
to "learn to be learn some people skills". This particular
session focused on Appraising People and Performance.
Not surprisingly, no one in the group raised their
hands when we asked," how many people look forward
to performance reviews?" When asked why, we heard
that performance reviews could end up being
confrontational or they had too many people to review
and not enough time. Not a single participant had ever
been trained how to evaluate an employee and
they "didn't know what to say or do".
With only two exceptions, these same supervisors
who were being "trained" on how to evaluate
performance, are not being evaluated themselves. We
asked them how that made them feel. Here is what we
heard:
"It gives us a false sense of security that we are
doing okay."
"I feel like my manager is just collecting everything I
do wrong in a personal diary and is just waiting to
unload on me one day."
"I have no motivation to improve."
One of the supervisors who was fortunate enough to be
reviewed was told, "Last year we focused on what was
right. This year we are going to focus on what you
need to change."
Another supervisor asked his manager about scheduling
a review and was told, "Don't worry about the review.
You're doing a good job and I'll put your raise through."
To be effective on the job, all employees need to
know what they are expected to do. Performance
management includes the process of identifying
employees' goals, merging them with the organization's
goals and setting performance standards.
And yet you can ask any manager what he hates
most about his or her job and you'll likely
hear "performance reviews". For many reasons, these
periodic evaluations have been done poorly if at all in
the past but that practice has got to stop.
I've collected from front-line supervisors and
managers over the course of the past few weeks 21
Reasons (or Excuses) Why Performance Reviews Fail .
Read the list below - how many have you heard or even
maybe said yourself? Now ask yourself, "what am I
going to do to change the way I supervise and manage
by employees in the future.
I've said this before before - and it is a good time
to repeat it. "Employees have feet and feet are made
for walking."
It makes good economic sense to take care of
your employees and that starts with ongoing feedback
and performance management.
Performance Management starts with Competency ID - The next CriteriaOne: Competency ID Train-the-Trainer starts April 21-23, 2004
Perfect Labor Storm Alerts #121 to #125
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Fact #121
Every year, between 280,000 and 325,000 suffer
premature deaths related to obesity.
Fact #122
An estimated one-third of Americans do no exercise
at all.
Fact #123
20.9 percent of the U.S. Adult population is obese;
in 1991, only 12 percent of the population were obese.
Fact #124
Obesity costs U.S. companies an estimated $12.7
billion annually. (National Business Group on Health)
Fact #125
The total costs to society from obesity are
estimated to be as high as $300 billion.
Source:HR Magazine, March 2004
"The Perfect Labor Storm Fact Book: Why
Worker Shortages Won't Go Away" is HERE! Order your
copy today - $7.95 includes free shipping for limited
time only.
Order your copy of The Perfect Labor Storm Fact Book today!
What Is It That Employees Really Value?
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
6 Proven Motivators are revealed in Understanding
Business and Values.
Order your copy of "Understanding Business Values
and Motivators". (Yes, Understanding Business Values
and Motivators is finally here.)
Understanding Business Values and Motivators is
an introduction to understanding the six business
values and motivators that drives human performance.
In this book, Ira Wolfe describes how each of the
motivators affects peoples' behavior in the workplace
and how managers can tap into those motivators
to increase productivity and improve performance.
Order your copy today - only $12.95. Want a copy of
all your managers - call us for volume discounts.
Attention Consultants - call us about affiliate and
re-seller programs.
Preview Understanding Business Values and Motivators today.
21 Reasons Why Performance Reviews Fail
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
1. The reviewer and employee have a personal
friendship outside of work and both individuals can't
differentiate their manager-employee role from their
friend-friend relationship.
2. The reviewer and the employee see themselves
as part of a team. Team members are supposed to
encourage one another, be supportive in good and bad
times. But when the manager has to provide negative
feedback or discipline the employee, these actions are
viewed as divisive.
3. When not provided regularly, annual (or even
less periodic) reviews can be based on most recent
performance, not performance over the course of the
year. The results go both ways. Employees who put on
their best behavior around review time get favorable
ratings and the employee who has a bad couple of
weeks gets punished.
4. Performance reviews are only scheduled when
an employee is not performing up to expectations or a
company needs to terminate/lay-off the employee.
5. "You know nobody's perfect and there is always
room for improvement." The manager doesn't believe in
rewarding an employee with a "10" (out of 10) even
when he/she deserves it. Some employers actually use
a rating scale of 1 to 9 because no employee deserves
a 10 in their minds.
To read more, follow the link below.
Source: Ira S. Wolfe.
To read the rest of 21 Reasons Why Performance Reviews Fail, follow this link.
Have you ever avoided an employee's review and hoped they would quit first?
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Or have you ever -
Put off giving employee evaluations to the last
minute (or completely avoided them entirely).
Promoted an employee into a position for which he
or she wasn't qualified.
Paid out a bonus to an employee who didn't
deserve it.
Postponed terminating an under-performing or
disruptive employee because you lacked adequate
documentation of incidents and performance failures.
Then Pathfinder, the Integrated Performance System
may be for you. What are the benefits of Pathfinder?
Links individual employee productivity to strategic
goals and business profitability.
Pays for performance not tenure.
Takes the hassle out of employee evaluations.
Holds employees accountable for meeting individual
goals and personal development.
Gives managers the ability to track employee
performance 24/7 from any location
To learn more about the Pathfinder, follow this link.
If you ever asked, "What Questions Should I Ask During An Interview?"
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Ask no more with Interview Generator(r).
Interviewers need to know what to look for in a
candidate's response. Online Interview Generator(r)
pairs specific "target behaviors" to over 60 competency
based interview questions.
Online Interview Generator(r) (IG) allows users to
create company and job specific customized behavioral
interview guides in minutes. Satisfied IG users include
hiring managers, employers, human resources
professionals, and consultants.
As an IG user, you can choose an already-
developed interview guide from our Job Library of over
40 standard job titles (from Administrative Assistant to
COO), then quickly and easily edit to fit
your open job. Or, you can choose to design your own
interview guide from "scratch" using our extensive
database of 65 competencies, and over 1,500 different
target behaviors (interview "answers"), and
corresponding interview questions.
IG is extremely versatile and flexible - it can be
used for selection in every industry, business and
organizational environment. IG is inexpensive and cost-
effective; clients can purchase interview units
separately, or through a site license.
Interested in a no-obligation online demo? Email us to
Schedule a Virtual Tour Of
Interview Generator. Ask about Performance
(Review) Facilitator, too.
In the comments box, type "Interview Generator".
View a sample Interview Guide created with Interview Generator.
Discouraged by Interviewing The Wrong Candidates?
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Wasting Valuable Time Sorting Through Resumes?
Then Total APS(tm) is for you
Within minutes, you can have your job posted to
the SPS Online Job Board. You send your candidates to
the Board where they submit their resume, cover letter
and respond to a series of customized filter questions.
No more opening resumes, answering phone calls from
candidates, screening and interviewing unqualified
candidates. All you need to do is log into your
account, check how many applicants applied, review
their qualifications and contact only those candidates
who "pass" your screening filters.
You can even select from three different
personality assessments:
FirstView, a 15 minute indicator of basic job fit for
15 different job positions CBI, a highly effective 15-
minute assessment of honesty, integrity, dependability
and tendencies toward aggressiveness and sexual
harassment. TotalView, the definitive indicator of
high performer job fit. This assessment can be
benchmarked specifically for any job.
Total APS is available on a pay per-hire basis for
7, 30, or 60 days at an unbeatable cost! You can
screen 5 people or 50 people all at the same low cost,
until you find the right person for the job!
For larger organizations or smaller businesses faced
with high turnover or seasonal jobs, Total APS is also
available for annual unlimited use licenses (based on
number of positions and number of employees).
Contact us today for more information about Total
APS or to schedule a demonstration. Please type "APS"
in the comment box.
Contact us today to schedule an online demo for Total APS.
Just the facts: The Kings of Cards
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Each king in a deck of playing cards represents a great
king from history.
Spades - King David
Clubs - Alexander the Great
Hearts - Charlemagne
Diamonds - Julius Caesar.
Contact Information
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
email: iwolfe@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com
