Throw away the old ideas about performance evaluations or appraisals. While they may help to guide you out of the forest, they lack the direction giving attributes needed after you reach the road to stay on course.
The performance agreement on the other hand will guide all of your actions while you are in the forest and once you clear the trees giving purpose to the direction and defining the results agreed to based on principles.
Attributes of the Performance Agreement:
- Represents a clear, up-front, mutual understanding, and commitment regarding expectations.
- Purpose: Quantity and quality of desired results.
- Guidelines: Principles, not policies, practices, or procedures drive actions.
- Resources: Identifies all financial, human, and physical resources.
- Accountability: Schedule progress reports, Specify performance criteria and consequences-state both negative and positive rewards that reflect consciences of actions.
The performance agreement gives the other person total freedom within the guidelines to accomplish agreed to objectives.
Each person becomes empowered to judge themselves based on the performance agreement, feedback, and results based on the principles of trust, integrity, and accountability.
While performance agreements may take longer to set up, using guidelines of integrity, and principles of trust, the rewards in personal and business development will continue without needed periodic evaluations. Without daily micro-managing, and without conflict, stress, and misunderstanding.
Both parties know exactly what is expected, where to receive help, and what the desired outcome or results that are expected.
We can help with establishing basic guidelines for setting up performance agreements within the organization, and continuing to strive for better results, less problems, frustrations, and misguided interpretations.
Jeff Nis
509-209-1431
