"Without on-going positive and constructive
 feedback, performance languishes."
                               - Norma Delp
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PERFORMANCE ACCOUNTABILITY

Performance accountability occurs at the organizational, group/team, and individual level. Yet, performance measurement more often focuses on the individual, without considering the overall context and communication of an organizational performance strategy.

Rather than examine the performance of leadership to set and implement strategy for the entire organization, and to activate or implement strategy at the departmental or group level, individual performance is OVER ASSESSED.

High individual performance is ESSENTIAL. By itself, however, it is insufficient to ensure organization success. Enhance performance management for the entire organization, with Signal Tree’s help:

  • Plan winning strategies
  • Analyze trends
  • Set overarching goals to guide team and individual performance

Some tools to help communicate and manage performance accountability include:

  • Compensation Solutions
  • Goal Setting
  • Performance Management
Compensation Solutions

Compensation does not equal money. The rewards that promote employee retention and enhanced productivity may not always be a matter of dollars and cents. Compensation solutions may take the form of other important workplace benefits:

  • More meaningful work
  • Respectful treatment
  • Appreciation for work performed
  • Positive organizational climate

Signal Tree is well versed in analyzing current compensation challenges, recommending solutions, and planning implementation. Tested and proven methods and systems for equitable and effective compensation help determine when and where more compensation – either in dollars or benefits – will really solve a problem.

Goal Setting

Goals motivate. Like the proverbial “dangling carrot”, a goal causes movement toward a desirable direction. Set by an individual, team or an organization, a goal – clearly defined and explained – empowers staff to properly focus and shift energies and efforts in its pursuit.

Short (month), medium (months), and long-term (years) goals provide a framework for managing energy and attention, resources, and planning and pacing priorities.

When a group of individuals is expected to complete a project, participation in goal setting typically increases the probability of its achievement. Individual contributors, with support from the group’s diverse talents, can achieve greater goals than they typically achieve alone.

Goals help gauge accomplishments, growth, and opportunities for improvement. Achieving goals strengthens self-esteem, especially when self-doubt is overcome in the process. Inspired to “do it better next time” leads to increased productivity.

Performance Management

How do you get staff to perform at the top of their abilities? Create a work environment designed to help them succeed—individually and collectively. Performance management is a whole work system that begins when a job is defined, and ends when an employee leaves your department or the organization.

Performance management is not a substitute for the traditional appraisal system, but a broader system for establishing, integrating, and achieving goals at the individual, group, and organization levels.

A performance management system includes:
  • Strategic direction and organization goals
  • Organization structure with clear purpose, roles, and goals for each function
  • Clear and up to date job descriptions
  • Selecting the right person for the job
  • Clear, specific, and measurable individual goals
  • Internally equitable and fair market rates of compensation
  • Communicating and negotiating accomplishment-based performance standards, outcomes, and measures
  • Opportunity for variable compensation
  • Providing effective orientation, education, and career development opportunities