Employee Performance Discovery

Deploy the Employee Performance Discovery process to transform your knowledge of the current operating strengths and struggles, and the setting of goals to manage the development of your operating performance.

Overview:

Building your Employee Performance necessitates a profound understanding of your employee performance, strengths, and struggles, and the establishment of goals crucial for the development of a well-crafted performance plan. The journey to becoming more relationship-centric and unleash exponential growth in your business. 

Completing the Employee Performance Discovery:

For clients eager to partake in the Employee  Performance Discovery a self-service link is provided for convenient access. The discovery comprises 75 situational questions and typically requires 10-15 minutes to complete. Upon completion, participants receive a detailed PDF Report via email, summarizing their responses and providing valuable insights.

Employee Performance Optimization: Step-by-Step Approach

The overall Employee Performance Score out of a maximum score of 525 will tell you how well you are performing in the key areas for operational success. The objective is to design and invest the time, money, and resources into optimizing your mindset, behaviors, and capabilities as an operational person to become more relationship-centric and help unleash exponential growth in your business.

So, you can use the feedback summary we have provided based on your responses, please follow these steps.

Step 1. Identification and Prioritization of Low Scores

• Conduct an initial assessment to identify your current scores for each of the seven primary Employee Performance categories.

• Rank the seven categories based on their scores, with the lowest scores getting the highest priority.

• Allocate more time and resources to the lowest-scoring categories to initiate improvement efforts.
• In allocating more time to the lowest-scoring categories you mustn't let the highest-scoring categories decline.

Step 2. Setting the Target for Optimization

• Establish a clear goal for each category, ideally aiming for a score of 7/7.

• Recognize that while the ultimate goal is perfection, progress is more important than perfection.
• Develop specific, achievable objectives for each category to gradually progress towards the target score.

Step 3. Incremental Improvement for Mid-Range Scores

• Identify categories with scores between 4 and 6.

• Analyze these categories to understand what's working well and where improvements can be made.
• Implement targeted actions to elevate these scores, focusing on continuous, incremental progress.

Step 4. Continuous Assessment and Adjustment

• Establish a regular schedule for reassessing your scores in each category.

• Use these assessments to gauge progress and identify new areas that may require attention.
• Adapt your strategies based on these assessments, ensuring a flexible approach that responds to changing needs and circumstances.

Step 5. Documentation and Reflection

• Keep a detailed record of actions taken, progress made, and challenges encountered in each category.

• Reflect on these experiences regularly to glean insights and lessons that can inform future strategies.

• Share your progress and reflections with a mentor, coach, or peer group to gain external perspectives and advice.

• Repeat completion of the Employee Performance Discovery every 6 months.