Optimizing Employee Performance

Description of Work

Today’s competitive environment requires maximizing performance and results from every staff person in the firm. This necessitates mapping talent to current and future company directions. It also involves:

  • Assisting staff to focus on highest priority work and achieve better results.
  • Removing barriers that might impede performance.
  • Enabling staff to collaborate, share knowledge, and be open to input regarding their skills, behaviors, and actions.
  • Helping staff expand abilities in areas of personal passion that coincide with company needs.

Examples of Related Work Successfully Completed by Critical Change

  • Designed key components of a Talent Management framework for an international sales group operating in 60+ countries.
  • Built and implemented the first comprehensive learning strategy for the HR function at a corporation. Identified business needs, defined competencies, oversaw development, selected instructors, and delivered selected training. Created, piloted, and launched 16 highly successful classes in one year.
  • Produced training to increase managers’ abilities to identify poor performers and assist employees in improving their performance.
  • Constructed competencies, performance appraisals, reward systems, and career paths supporting business directions.
  • Assembled change management processes to maintain employee morale and productivity during divestitures and mergers at several companies.
  • Designed and implemented a comprehensive intervention in a business unit experiencing low productivity. The result: increased profitability and significantly reduced employee complaints.

Call us to explore how Critical Change can assist you in improving critical competencies and optimizing employee performance.

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Questions to Help You Assess Employee Performance

  • Do employees see how their work and their team’s work maps to overall direction and strategies?
  • Are you aware of the vital competencies needed by staff in order to achieve organizational goals?
  • How strong are those competencies in employees who need them?
  • Are staff given appropriate authority and held accountable for performance?