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Voice Index
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Can
you really tell who is doing a good job in your organisation,
and who just happens to be in the right place at the right
time? Searching for High Potential Talent (or HiPos as they
are unflatteringly known) can be quite challenging. Drawing
together our training and performance measurement, here's
a straightforward, practical approach to help you
Spot the winner! (and grow your own winners too...)
Define
a role
Define
a role in terms of what actually adds value to the organisation.
Yes
really – most definitions focus on tasks not value, but your
winners come from those who add value as opposed to do tasks.
Roles need to be defined in terms of those attributes – skills,
knowledge, experience and personal drivers that will deliver
success. Understand more
about role definition.
Define
success in the role
Too
many people are doing roles where there are no real criteria
for success. What is winning supposed to look like for these
people? Delivering on time and in budget may be alright for
project managers, but what does that mean to a care worker,
a sales support technician or a coffee shop barista?
For
each attribute in your role definition, you need a clear picture
of what good looks like.
Measure
Success
If
you rely on ‘I'll know when you are doing a good job' – you
will never really spot the winners as inevitably we are each
affected by how much we like people personally when judging
performance. Even sales managers can make major mistakes about
talent; for example, confusing the quality of performance
with market conditions. Find our more about measurement.
Discuss
Performance directly
Individual
performance is not something to be discussed once a year.
It should be a constant dialogue with more formal reviews
at least quarterly. (Are you really going to wait 12 months
before responding to someone who is not delivering?). The
earlier you discuss performance issues, the more impact it
will have regardless of whether you are handing out praise
or expressing concern. If we have done well we WANT to know
now, if we are not doing well we NEED to know now.
Be
consistent, performance is important!
If
you have quarterly reviews, make sure you have them – don't
let them slip or the message is that performance is less important
than other issues, when surely it is the most important.
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