Is Your Performance Management Solution Only Giving You Twenty Percent?

Is Your Performance Management Solution Only Giving You Twenty Percent?

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Once, in a management training course that I was a part of, the statistic was read that most employees never give more than twenty percent of their optimum performance; that no matter what the task on hand, the end result will be the result of twenty percent of their time, talents, and abilities. Our whole training was on trying to coax the staff over which we presided into giving a higher percentage.

To be honest with you, I have no recollection of what those techniques were, because after all of the time and energy that went into that training, there was no accountability, no system put into place to track and measure improvement. I guess it could be said that those who prepared the training only gave twenty percent when they did it, and those of us that were to learn from it only took away about twenty percent of what was offered. By the time we see the trickle-down to our staffs, I'm sure we would be talking in fractions of fractions.

Real performance management solutions must be quantifiable above and beyond a "twenty-percent" statistic. They need to take advantage of modern technology and tracking tools that will not only gauge performance, but will flag areas that need improvement and assist every level of management, from the top down to the employee, in reaching the desired result. The whole goal should be to become as streamlined and efficient as possible, using the best training and technology available.

So what about the twenty percent adage? Shouldn't we be inspiring our employees to give more? Personally, who cares? If twenty percent is all it takes, fantastic. I have no idea where that statistic really came from, and I think it is stupid to waste time trying to trick or trap employees into giving some sort of higher intangible percentage. What we should be doing is making it more efficient for our employees to get the tasks at hand done in an accurate and professional manner. All else is superfluous.

At a different time and place, I attended a management meeting where a leader in the organization tried to challenge the group to achieve a particular goal. Someone there said, "I'll do my best," to which he haughtily quoted some long-gone visionary who allegedly said that it doesn't matter if you do your best; it matters that you get the job done. Someone in the crowd shot back, "Yeah, even if it isn't your best," which stunned the speaker and made the rest of us laugh out loud. Rather than focus on odd ambiguities like "best," we need systems in place that show exactly what we need, what the end results must be and when, and judge everything else accordingly. That is what a true performance management system will provide.

About the Author:
Nuvek (http://www.vektr.com/) leader in web and mobile performance management technology software development specifically for the facility service industry. Art Gib is a freelance writer.



Article Originally Published On: http://www.articlesnatch.com


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