Keys to Performance Management - Talent, Passion and Ambition
Most leaders will agree that people are their company's #1 asset and getting the most out of your people will give you an edge. Still, HR leaders struggle to find the best metrics that will achieve solid performance management. Talent acquisition is usually based on candidate competencies. Specific job objectives are used to manage people once they are on board. Incentives are used to motivate. However, there are three key tools that can work even better for acquiring, managing and motivating your workforce.
Talent: Evaluating talent is critical in the context of how the talent is being used. If employers manage people based on objectives once they are on board, wouldn't it make sense to hire based on those same objectives? By identifying critical objectives to evaluate prospects, an employer can discover the candidate's true ability to perform and achieve the objectives. Simply looking at behaviors and competencies without defined objectives doesn't work. Understanding how talent is deployed does.
Passion: Passion is a very strong, powerful and compelling emotion. If you ask most people if the love what they are doing the answer is generally "no". Yet often employers do not take this into consideration when managing people. How many discover the passions of their key people? Are assignments tailored to those passions? Leveraging the passions of employees can turn a good organization into a great one. Imagine the advantage that would be gained in knowing what psychs up your employees, aligning it with the company's mission and purpose and then putting it into play accordingly. Would those people really need to be managed? When employers discover how to capitalize on what motivates it's people, the sky is the limit!
Ambition: Ambition is the desire for personal achievement. It provides the motivation and determination necessary to achieve goals in life. Its the next step beyond passion because it has direction. Where do your people want to go, personally and in their career? Understanding what success looks like to each individual enables your to tie jobs and rewards to successful motivators. Money is always important, but what else? Employers are finding more often and surprisingly that there are other things besides money that can bring around strong results. It can be as little as internal recognition or an expansion of responsibility, things that are easily deliverable. Throwing money at people is easy, but expensive and not always the answer. Finding out what your employee is heading for and providing the map to align company goals with theirs can be highly productive.
Making sure your have the right talent to achieve goals is critical to talent acquisition. Channeling the passion and ambition of your people in a productive way and providing incentives other than money, will help you get the results your want, taking the company from good to great!
Most leaders will agree that people are their company's #1 asset and getting the most out of your people will give you an edge. Still, HR leaders struggle to find the best metrics that will achieve solid performance management. Talent acquisition is usually based on candidate competencies. Specific job objectives are used to manage people once they are on board. Incentives are used to motivate. However, there are three key tools that can work even better for acquiring, managing and motivating your workforce.
Talent: Evaluating talent is critical in the context of how the talent is being used. If employers manage people based on objectives once they are on board, wouldn't it make sense to hire based on those same objectives? By identifying critical objectives to evaluate prospects, an employer can discover the candidate's true ability to perform and achieve the objectives. Simply looking at behaviors and competencies without defined objectives doesn't work. Understanding how talent is deployed does.
Passion: Passion is a very strong, powerful and compelling emotion. If you ask most people if the love what they are doing the answer is generally "no". Yet often employers do not take this into consideration when managing people. How many discover the passions of their key people? Are assignments tailored to those passions? Leveraging the passions of employees can turn a good organization into a great one. Imagine the advantage that would be gained in knowing what psychs up your employees, aligning it with the company's mission and purpose and then putting it into play accordingly. Would those people really need to be managed? When employers discover how to capitalize on what motivates it's people, the sky is the limit!
Ambition: Ambition is the desire for personal achievement. It provides the motivation and determination necessary to achieve goals in life. Its the next step beyond passion because it has direction. Where do your people want to go, personally and in their career? Understanding what success looks like to each individual enables your to tie jobs and rewards to successful motivators. Money is always important, but what else? Employers are finding more often and surprisingly that there are other things besides money that can bring around strong results. It can be as little as internal recognition or an expansion of responsibility, things that are easily deliverable. Throwing money at people is easy, but expensive and not always the answer. Finding out what your employee is heading for and providing the map to align company goals with theirs can be highly productive.
Making sure your have the right talent to achieve goals is critical to talent acquisition. Channeling the passion and ambition of your people in a productive way and providing incentives other than money, will help you get the results your want, taking the company from good to great!