In developing the procedures that make policies a reality, remember that procedures, like systems, need to be well-documented in order to be transferrable, and adaptable.
A well-defined set of policies and procedures provide the roadmap your employees need to be independent and effective, so they understand their role in the organization and senior management doesn’t have to closely watch every process.
Performance reviews can be invaluable for setting criteria for advancement, aiding in salary reviews, assessing capabilities for promotion or transfer, identifying gaps in training or a job description, and identifying where additional resources might be needed.
Meeting specific objectives should be required for any position, and fulfilling job requirements is a prerequisite for a salary increase, but any change in salary is also dictated by a number of factors that are unrelated to performance.
When it comes time to do that annual or quarterly performance review, you need to apply a set of achievable metrics that truly gauge employee performance.
To use even more advanced accounting KPIs, assess relationship numbers or those variables that are interdependent on other operations within the organization. Relationship numbers include number of sales in the pipeline, billable efficiency, gross margin, and net margin.
As part of his Marin Business Forum presentation, Pete Daffern, CEO of Clairmail, shared the lessons he has learned over the years about how to grow a company.
To track KPIs, most companies use a Balanced Scorecard. This is a tool that has long been used in strategic business management and is designed to provide a framework to manage resources to achieve strategic objectives
When you break down the process into a set of defined procedures, those procedures become work instructions. The instructions define multiple procedures and the roles of various individuals responsible for those procedures, so when they come together they define a successful process.
We advocate using a behavioral interview to determine whether a candidate is a good fit. With a behavioral interview, the objective is to assess knowledge, skills, and abilities; the competencies that are reflected from past experience. The idea is that past performance is a good predictor of future performance. Here is a list of sample behavioral interview questions.
We find DISC and values a useful combination because it defines responses to various situations, including behavioral communications models, which tend to highlight trends that promote team effectiveness
Cultural fit can cover a variety of characteristics, but ultimately, the question hiring managers should be looking to answer is, does this candidate’s values align with those of the company?