Do You Really Know An Employee's Value?
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.
The Employee Evaluation Problem
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.
What If...
...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 Metric Microscope
Challenges addressed: Employee engagement, Business acumen
Using the Metric Microscope, employees develop their Relevant Business Results. With their Relevant Business Results:
- They always know the real value they're bringing to the organization.
- They're clear on what their supervisor and senior leaders care about.
- They have resumé material needed for more objective performance appraisals and to obtain a desired organizational move.
The Value Detector
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.
- Their focus moves from being busy to producing results that move metrics.
- They find strategies that produce even more Value-Added Outputs, increasing their contribution to your organization.
- They increase their personal sense of value, building a career rather than just performing tasks.
The Individual Mesh
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:
- Identify the relationship issues within the organization that inhibit the production of Value-Added Outputs.
- Create personal career problem statements to resolve as they increase the relevance of their current and future Value-Added Outputs.
- Understand what they need to focus on to improve their current work situation and remain agile.
The Competence Levers
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:
- Build personal competence development plans that include more varied activities than "attend company-required training."
- Know how to build competence even when resources are tight.
- Identify and create resources within the organization that accelerate personal growth.
The Relevance Microphone
Challenges addressed: Invisible value, Undesirable turnover, Poor hiring/promotion decisions
Most misunderstandings occur when communication is infrequent. With the Relevance Microphone, organizations:
- Conduct ongoing discussions around employee value rather than hold "annual surprises."
- Recognize key contributors and understand their true replacement cost.
- Integrate real time performance incentives into their employee recognition program.
The Valued Output Workforce Leader
Building the Valued Output Workforce
The Valued Output Workforce Leader
Choose this program if you're currently a leader and want to maximize your team's value, which makes you look great.
Building the Valued Output Team
Building the Valued Output Workforce
The Valued Output Workforce Leader
Choose this program if you're leading a team and want to have your entire team focused on producing measurable value.
Building the Valued Output Workforce
Building the Valued Output Workforce
Building the Valued Output Workforce
Click on the button below to schedule a consultation with Torch Solutions Group to take your entire company to a new level of value.