How To Track Performance for Growth

Every goal – organizational or personal – needs a deadline or target date. Without a deadline, there is no pressure to perform at top capacity. Deadlines provide a motivational “push.” Once people discover what they can do, that new level of productivity becomes a constant challenge for achievement giving your business a much needed edge.

A good tracking system is one of the most useful tools for helping individuals meet goals and grow. Progress can be demonstrated only by comparing the past and the present and tracking is the best method of evaluating both the quantity and the quality of performance for individuals, for a department or work group, or for the overall organization.

How to choose a tracking system that meets your needs:
• Appropriate measurement. Make sure the tracking tool measures each important aspect of the activity. If your goal is to reduce the number of days between the receipt and shipping of orders, you won’t be happy to discover that the time interval was cut from three days to one if you also learn that the error rate rose from one percent to eight percent. In this case, a tracking plan should include both speed and accuracy.

• Easy to use. The measurement tool should not add significantly to the workload. If every worker must spend an hour a day just filling in the report, you lose a good deal of valuable time that could have been used in more productive efforts.

• Easy to interpret. Tracking tools should present the facts visibly in a form that quickly reveals the pertinent facts. Charts, graphs, and summary reports with side-by-side comparisons to the last reporting period are easy to read and interpret. What you learn from the reports helps you decide what to do next. Make sure tracking information is used to advance the goals program.

Providing Feedback on Performance
Because attitudes and behavior are so closely associated, it is often possible to change attitude by first changing behavior. When people try out new behavior patterns and discover that they are more satisfactory than established patterns, they gradually change their attitudes to match the new behaviors. Even when attitudes are favorable for success, employees sometimes do not know just what behaviors are appropriate expressions of those attitudes.

One of the best teaching tools is giving feedback on performance. Generally people respond to praise and recognition, but when they continue negative behavior, you might need to use a negative injunction. The purpose of a negative injunction is to stop negative behavior that creates an obstacle to reaching organizational goals or is counterproductive to getting a job done well. As you plan to provide feedback on performance to your employees, you will achieve the best possible results by following some simple guidelines: Click Here to Read Available for a limited time.

How to Motivate Employees

How will you motivate employees, improve staff retention, increase productivity, and boost morale this year? All of this can be and should be summed up into one word: TRAINING.

Take for example Derek Christian's business, My Maid Service. He had extremely high turnover, two out of three new employees were leaving, which meant a less experienced and productive staff. The quality of work also lacked and it was having a huge impact on his business.

Once training was introduced, there is now virtually no turnover, his employees and customers are happier, which all translates into loyal customers and a bigger bottom line. Read His Full Story

So, what are you going to do this year? You can still give them a box of candy, but we highly suggest you take a serious look at the coming year and how training can help your company tremendously.

Innovative Leadership is a performance improvement company that provides solutions for today's business, small or large, challenges. Unique programs, products and processes all of which can be customized to fit specific needs of your company is what sets us apart.