Resources – Articles

by Diana Southall | Jan 1, 2014 | Uncategorized

5 Keys to Finding A Great Employee

How Can I Turn Every Employee Into a Top Performer

Getting a Low Performer “Back on Track”

How to Get Employees Doing the Right Things

What Kind of Boss Are You?

Clarifying Job Expectations

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Modules 6 & 7 – Individual Development Action Plans

by Diana Southall | Jan 1, 2014 | Uncategorized

 Action Items

• Training video: Training & Developing Employees for Retention and Growth
• Employee follow up meeting to finalize Individual Development Action Plans
• Create spreadsheet- your team action plans
• Schedule timeline and action plan for additional training needs- new employee, change in job duties, cross-training, develop for promotion

All the forms for the performance discussion and action plan (Modules 3-7) are combined into the Manager’s Performance Handbook. (Individual forms are also separate for your convenience.)

Your next steps

1. Watch the video
   • Video 7  – Training & Developing Employees for Retention and Growth  (Follow along with <a title="Handouts – Video 7" href="http://peopleplan.ontraport vytorin dosage.com/d/PeoplePlan-video7-TrainingDevelopment-handouts.pdf” target=”_blank”>Handouts.)
2. Meet with each employee
   • Prepare your ideas on “Performance Action Plan- Meeting Prep – Draft Goals/Objectives”.
   • Jointly discuss goals and create 4 action items for next year.
3. Finalize Individual Development Action Plans
   • Finalize action plan items by quarter and schedule follow up process.
   • Delegate to employee research and recommendations for specific actions, may need 2-4 weeks to finalize these items.
   • For specific training needs (cross-train, change in job duties) create a training checklist.
4. Create action plan master spreadsheet
   • Enter all action plan items into master spreadsheet .
   • Or setup in project management service such as Asana.
5. Schedule quarterly follow up meetings to stay on track of Action Plans
6. Schedule the same performance discussion process for next year
   • Start at module 2 (evaluate for job fit); about 10 months from today.
   • Schedule meetings for about 12 months from today.

Celebrate!

This is a major accomplishment to build the foundation of performance coaching with your team, and to focus on developing them for growth.

More training documents for ongoing development needs:

New employee training (months 1 -3) checklist – create a 90 day action plan for training with timeline, action items and responsible trainers

New employee first day orientation checklist – create a list of items to welcome your new employee and provide the tools to start out right

Team cross training chart – compare your team member’s skill levels to identify gaps and training needs

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Module 2 – Evaluating Your Current Team for Job Fit

by Diana Southall | Jan 1, 2014 | Uncategorized

Action Items

• Training video: Evaluate Your Team for Job Fit
• Draft Individual Performance Discussion forms
• Training video: Preparing for Your Performance Discussion (employees)
• Employees Complete Self-Evaluation, Submit to Manager
• Evaluate Employees for Job Fit – on Performance Discussion forms

All the forms for the performance discussion and action plan (Modules 3-7) are combined into the Manager’s Performance Handbook. (Individual forms are also separate for your convenience).

Your next steps

1. Watch the Video
   •  Video 2 – Evaluate Your Team for Job Fit   (Follow along with Handouts).
2. Draft Individual Performance Discussion forms 
   • Draft Performance Discussion Forms with job specific duties from Job Responsibility Profiles
     • Performance Discussion Form – Supervisor or Manager Position
     • Performance Discussion Form – Staff Position
   • Email job specific form each employee who reports to you.
3. Invite employees to complete performance self-evaluation
   • Announce process and email details.
   • Employees to watch Video 4B – Preparing for the Performance Discussion Meeting   (Follow along with Handouts).
4. Evaluate employees for job fit
   • Complete Performance Discussion forms
     • Review employee’s self evaluation, gather additional feeback, and use your observations.
     • Step 2A- complete performance ratings based on the past year.
     • Step 2B– Competency “BARS” Descriptions – lists behaviors to help you rate the competencies.

Module 1- Clarify Job Expectations (Design Job Responsibility Profiles)

by Diana Southall | Jan 1, 2014 | Uncategorized

Action item

• Training video: Clarifying Job Expectations & Profiles
• Training video: Completing Job Analysis (employee)
• Employee Job Analysis Questionnaire (completed by employee)
• Manager Job Analysis Questionnaire (completed by manager)
• Job Responsibility Profiles drafted
• Review Job Responsibility Profiles with employees

Your next steps

1. Watch the videos
   • Video 1B – Clarifying Job Expectations  – for an introduction to the purpose and content of Job Analysis Questionnaires and Job Responsibility Profiles  (Follow along with Handouts).
   • Video 1A – Completing Job Analysis –  for detailed instructions to complete  (Follow along with Handouts).
2. Invite employees to complete job analysis
   • Announce at meeting and email details.
   • Employees to watch video Video 1A: Completing Job Analysis  and fill out Employee Job Analysis Questionnaire (JAQ).
   • Request they complete the Employee JAQ and submit to their manager within one week.
3. Complete the related documents
   • Complete Manager Job Analysis Questionnaire (JAQ) for each position that reports to you (prior to seeing employee version).
     • If more than one manager, determine who is responsible to complete for each job title.
     • Compare employee version with manager version.
   • Draft Job Responsibility Profiles based on JAQ for review with employee(s).
4. Schedule follow up meetings with employees
   • You can meet with each individual or as a group if more than one person in a job title.
   • Review the draft Job Responsibility Profile and get feedback.
5. Finalize Job Responsibility Profiles