Staff Success Programs

Performance appraisal is one of the least liked functions in most organizations. One reason is its stale starting point in what people do—their job descriptions. We offer an alternative: the result description. What is it that each person and each unit must achieve in the next six months to make possible full organizational success? Job descriptions discourage collaboration, in that they define what one person does vs. what another does. Result descriptions encourage collaboration in that virtually no one achieves their result without help.

This tool changes the nature of conversation in an organization and leads to a strong focus on alignment of activity and outcome. This can also build into understanding and strengthening performance for all staff based on achievement. Structured meetings between each person and their manager track performance, which we often suggest involve three areas: project achievement, customer satisfaction, and personal learning. Managers shift from supervising to coaching and helping. Few people achieve at a high level because they are supervised.

Result descriptions are also a great way to hire new persons. This lets candidates actively choose the assignment, knowing that if they cannot achieve the stated results they will not be in place in six months.

Staff success programs want all staff to be successful. Where this cannot happen, they make very clear the reasons for corrective action or termination.