Learning to Predict and Maximize Performance

Learning to Predict and Maximize Performance

Lately I have been learning the varying systems of measurement for predicting performance of future job applicants. Understanding how to measure KSA’s and predict performance measures is one of the most important duties as a manager. Though this is mainly an HR function, knowing how to predict future performance of potential can significantly improve an organization. After all, selection is the key to retention. Since the majority of employees claim that poor management and lack of leadership as their cause for leaving an organization, managers and leaders must know what to expect from their employees  and in this way they can lead and manage them in the properly  while holding them to a reasonable performance standard.

When signing employees to their contractual commitment, it is important that these relationships are not built solely on good faith alone. When managers and leaders seek trustful relationships they must first give themselves the best chance they have at finding the right people for the right job. Only then will they be able to build a respectful and meaningful relationship.

While leading and managing carefully selected employees, leaders must hold themselves accountable for performing as they expect others perform. They must both “talk the talk” and “walk the walk” at the same time. Showing a genuine interest in the people who you lead is not valuable unless you have a genuine interest and care for them. There can be no entitlement as a manager, but rather, respect must be earned as it always has to be. A good place to start is asking good questions. What can you do to make the relationship between you and your followers better? What are their thoughts? Concerns? What are their strengths and weaknesses? Starting with genuine questions shows that you actually care about employees in the organization. It will give you a better chance at building meaningful relationships, giving strength to many other sectors work as well.

Read another good post about  performance management: http://charleswolff.me/2011/01/18/employee-performance-measurements-company-goals/


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