Personal and Corporate Success is linked to Mutually Beneficial Relationships

A global survey of Mckinsey & Company shows that there are 75 million unemployed young people in the world and employers complain that they cannot find skilled people to hire!

Research as Conicon shows the gap between superiors and subordinates in performance. 87% of Managers evaluate the performance of their staff under the mark Good and very close to Moderate and the same time the employees they themselves Existing evaluate themselves from “Very Good to Excellent”.

It is obvious that companies do not focus on results and neither creates the infrastructure needed for effective development and management of people.

It is for this reason that train inn of people is not nor linked to the acquisition of specific skills required by the job.

The solution to enterprise level, is to create mutually beneficial relationship between business and employees and between superiors and subordinates to focus on the desired results.

A mutually beneficial relationship consists of the following five components / steps:

1. Defining desired results expected for each job.

The results should be specific, measurable, realistic and time bound.

For each result, a measurement method and system for collecting and processing the measurements should be defined.

Individual results will be derived from Corporate Results pursued:

The above framework presupposes the clarification of the Corporate business goals that are specific, measurable, realistic and time bound and the translation / interface those of with departmental and individual goals.

1. Definition of Resources and capabilities require by each holder of a position to achieve the desired results.

These resources consist of: monetary, facilities, materials / products / services, technology, other people.

The manager should identify and agree the resources and capabilities that will be needed the current to bring the desired results.

2. Guidance

To define the framework and the methods through which the employee will achieve the desired results. It includes company policies, legislation, regulations, customer requirements and established systems and practices including guidance when needed by their superiors.

3. Accountability and Measurement

Is the definition and agreement (method and frequency) of the existing accountability for the results of employee to the Head and evaluating the degree of success according to the outcome.

It is proven that people love be to held accountable and be evaluated objectively but also work in a relaxed and responsible way when the business model does not support an accountability framework and valuation.

4. Consequences

Specify the consequences with respect to performance.

You need to define a framework for positive consequences when the results of the employees are in accordance with or exceed the desired and agreed. That includes salary / remuneration and incentives.

At the same time, determine negative consequences for pour performance.

Yiannakis Mouzouris

Conicon Ltd

www.conicontraining.com