A researcher determined that 60% of employee issues stemmed from disagreements about job expectations. How can there be agreement about employee value if there's no shared understanding of what value looks like?
Here's an approach that resolves that issue without requiring installation of a costly new system.
Each year companies tweak the annual performance appraisal process and train supervisors to increase its effectiveness. The appraisal remains the most unpopular process required of supervisors and employees.
Too often recruiters are baffled by what a hiring manager really wants because the requirements outlined only appear achievable by a god.
Did you ever hear of the HR leader that had to perform damage control after a supervisor tried to fire an employee without evidence of poor performance? Of course you did. And you've heard it more than a few times.
And why is it that we still have leaders who should have never been promoted. You know them. Those are the ones giving us the biggest headaches.
...employees produced objective metrics year-round?
...employees could clearly state the valued outputs they produced?
...supervisors and employees agreed on what value looked like?
...employees could evaluate what got in the way of producing more value?
...employees had the ability to be their own career consultant?
...all of this could happen without adding a new, expensive system?
The Meaningful Competence Toolkit is based on the premise that the employee and supervisor reach ongoing agreement about what value looks like, and what value the employee brings to the company.
Each tool in the Meaningful Competence Toolkit adds to the ability of both employee and supervisor to identify, create, and communicate valued outputs.
Here's how the tools contribute.
Challenges addressed: Employee engagement, Business acumen
Using the Metric Microscope, employees develop their Relevant Business Results. With their Relevant Business Results:
Challenges addressed: Unclear expectations, Rapid changes, Perception-based evaluation
Using the Value Detector, employees create Value-Added Outputs that contribute to favorable Relevant Business Results.
Challenges addressed: Rapid change, Organizational agility, Problem solving
It's amazing how one seemingly small organizational move can cause a ripple that destroys what was once efficient and effective. Using the Individual Mesh, employees will:
Challenges addressed: Self development, Competence growth, Personal deficiencies
There's no way a company can provide all the training an employee needs. The Competence Levers tool turns employees into their own talent development consultants. Using this tool, they:
Challenges addressed: Invisible value, Undesirable turnover, Poor hiring/promotion decisions
Most misunderstandings occur when communication is infrequent. With the Relevance Microphone, organizations:
Torch Solutions Group programs focus on developing employees, through the Meaningful Competence Toolkit, to identify, create, and communicate valued performance.
Individual value enhancement coaching is provided in each program. Team programs include team value enhancement coaching sessions. All programs are supplemented by several resources. Companies may negotiate customized programs.
Choose from one of three programs to move your organization towards identifying, creating, and communicating valued performance.
Choose this program if you're currently a leader and want to maximize your team's value, which makes you look great.
Choose this program if you're leading a team and want to have your entire team focused on producing measurable value.
Click on the button below to schedule a consultation with Torch Solutions Group to take your entire company to a new level of value.
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