PERFORMANCE MANAGEMENT PLAN DESIGN (Performance Review Process)
Partnering with your leadership team to develop an ongoing process to define success at the strategic and tactical level keeps all eyes on the ball. Designing a feedback structure that encourages ongoing and consistent feedback and improves communication between managers and employees focused on business results and performance.
Receiving sound advice from a trusted advisor makes all the difference in overcoming obstacles or looking at things from a different angle. Having a trusted advisor with a fresh perspective will bring coaching to a new level.
Wrongly classified employees can expose your organization to hefty fines imposed by the DOL, often $50,000 and above. Current and clear job descriptions can confirm responsibilities and expectations and be used in a number of ways: job postings, performance reviews, FMLA, Workers Compensation, etc.
Employees need a resource to go to for counsel regarding the next steps in their career…and an outside advisor is frequently the best person to provide this. Asking questions, providing insight and talking through needed training, coaching and career opportunities within your organization keep employees engaged, challenged, and committed.
The ability to attract and retain talent are key factors to any successful organization. If you are not compensating employees competitively, it can cost your organization (high turnover costs, declined offers).