Feedback
Where does your company Rank?
We want to do well. We want to succeed. We want to be proud of our accomplishments. We really do care what others think!
The Issue
Most Organizations Only Include Select Personnel In Their Performance Feedback Processes.
Let’s look at a typical organization hierarchy as it relates to performance management.
The labels in this structure reflect a typical manufacturing company, but the levels can apply to any mid-to-large size organization.
We start with the higher levels, from Sr. Leadership down to Supervisors & Technicians. These groups are typically salaried employees operating under some form of performance management (MBO, KPI's, etc.) that contributes to their annual evaluation and compensation.
However, at the base, there is often a level within the organization that is somewhat neglected, other than being subjected to discipline when warranted, and occasional, but informal, recognition. Annual reviews are largely subjective, promotion is often seniority based, and compensation is generally the same for all.
Does this group impact organizational success? Absolutely!
Without Structured Performance Feedback
Let’s take a more detailed look at how this 'base' group is perceived from a performance distribution perspective.
Most organizations have formal procedures for dealing with their poorest performing employees. However, for the majority of employees above that threshold, there is not typically a mechanism in place to differeniate between the low, average, and high performing levels. The employees in this group are often treated similarly with respect to compensation, promotion, workforce reductions, recall, etc.
With Structured Performance Feedback
By implementing a structured performance feedback system based on defined and measurable behaviors, such as Echelon BARS, companies can identify not only those employees who are underperforming, but also those who are meeting or exeeding expectations.
By measuring behaviors, we now have valuable information that can be used for annual evaluations and on-going improvement. For employees in the 'low' category, this might indicate the need for additonal training or coaching. For employees in the 'high' category, this might identify potential candidates for promotion.