Setting SMART Objectives for Employees
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.
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?
We recommend preplanning your workforce before you start recruiting. Assess the technical skills needed for the position that needs to be filled:
When establishing system benchmarks, it’s best to stick to the essentials. Leave room for common sense and avoid the clutter of excess detail about process.
This blog entry will review the nine steps we use to actually design business systems for our clients. These steps were originally created by e-Myth, but we use a similar strategy, or system, when advising our clients:
The first step is to determine which systems your business needs to run smoothly. In theory, every aspect of the operation can be systematized. Choose a new product launch, an advertising campaign, an HR function, or some other aspect of the business that needs to be organized.