26Jan 2017

Employee Performance/Productivity Monthly Coaching

Author at Author – Book – Valuation Principles – How to Increase Value

Employee Performance/Productivity Monthly Coaching

Dreading those annual reviews? Looking for a better solution?

Most companies utilize an annual employee performance review or no review at all. Preparation for this review is tedious and not very enjoyable. One must think back on the year and remember the good and bad employee performance elements. This process is painful. The ultimate outcome has many flaws:

·      The performance review is not timely
·      Very little productivity change occurs
·      Employees only see this has a salary increase session
·      The review is difficult to prepare
·      The reviewer is often viewed as a CRITIC

Have you ever had a good COACH? This often occurs on an athletic team. What are the characteristics of a GOOD COACH?

·      Encouragement
·      Teach and help improve skills
·      Immediate feedback
·      Patient
·      Knowledgeable
·      Encourage teamwork
·      Seek for excellence

Consider these very important elements of a good coach and if the process below is followed, employee productivity will increase 400% to 1,000%.

The basis for a productive coach is a pyramid of success and accountability.

This process is not easy and takes 6 – 12 months to establish.

What are some typical Company Goals? One hundred percent of companies have a revenue goal. Most have a net income goal that is usually only known by upper management. But what other company activities should be company goals?

·      Customer Retention
·      Specific Area Expense Containment Or Reduction
·      Production Volume (Must have a quality goal too)
·      Quality
·      Timely Delivery
·      Growth
·      Account Receivable Collection Time
·      Employee turnover
·      New Product Development
·      Customer Satisfaction

These are examples of what COULD be company goals.

The next step is to ask the department heads what their department can do specifically, quantifiably, and with timelines to accomplish the goals pertaining to the department.

Next, each employee is asked to develop (with the help and guidance of their supervisor) six – eight goals with one as a personal goal (such as losing weight, gym workouts, read books, visit shut-ins, etc.)

Now the magic of turning supervisors from critics to coaches. Each month schedule one hour per employee to go over WAYS THAT YOU BOTH CAN HELP TO ACHIEVE THE EMPLOYEE’S GOALS. Try to incorporate all of the characteristics shown above for a good coach.

What happens is the employee’s annual goals magically get completed in two – three months. Then more goals are given and both help to achieve. This happens over and over to raise productivity by four to ten times.


Productivity Pyramid TM: Colin, CA learned annual employee review do not work for productivity


Productivity Pyramid TM: Colin, Carlsbad, CA learned annual employee review do not improve productivity and can actually be negative for productivity. Dale’s trademarked Productivity Pyramid concept uses Goals, Coaching, Accountability and Reward to increase productivity by 10% to 200%. Imagine how much more output you could turn out if you had these amounts of productivity change? Dale has a two and three-day optimization assessment, training, strategy and implementation plan for companies that works (over 100 have 2X to 4X revenues, profits and value with his methods. These concepts were presented by Dale Richards to a Vistage group in Carlsbad, California. Dale Richards’ presentation on Business Valuation Principles – How to Increase Your Business Value, Financially, Operational and Strategically. Enjoy.

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