Performance Management will not work without effective feedback, reporting and information. Once people have goals and targets, to keep them quickly adaptable to Plan changes and evolution over time, and to clearly communicate actual performance results, you need a...
As far back as most everyone can remember, we’ve known the critical marketing importance of Customer Segmentation: separating and grouping similar customers based on their characteristics, needs, behaviors and other criteria. Then, creating and executing marketing,...
Lest we forget, it’s your workforce that actually does the work to execute strategies to fulfill your goals and objectives. And, if your workforce isn’t “bought in”, or engaged, in your goals, objectives, strategies, and action plans, those simply won’t be achieved....
When it comes to paying incentives/commissions/bonuses, at a high level, we’ve seen success with the general rule “reward individuals for events, reward teams for processes”. But, there’s more precision needed to make incentive compensation plans produce the optimal...
Looking at human organizations “big picture”, the basic function of a business or enterprise is to collect and deploy Financial resources (and their surrogates, “assets” and “liabilities”) to enable an enterprise’s Workforce to serve Customers with the...
The Competition Rule: Avoid Unnecessary Competition Between Participants. A frequent oversight, and one with substantial underestimated negative impacts, is the creation of performance management plans that motivate direct competition between co-participants of the...
