REALIZING ULTIMATE POTENTIAL™

Through Performance-Based Metrics

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In today’s hyper-competitive marketplace, fewer than 3% of all organizations operate at peak performance. This means that 97% of companies lack some aspect of internal culture in which structures, processes, practices and resource allocations are optimized in delivering their value proposition. Companies which have created deliberate culture are those committed to continuously measuring and monitoring their environments enabling them to achieve and sustain levels of peak performance. Common attributes among these successful organizations are the high levels of employee satisfaction and engagement ratings they experience.

PERFORMANCE DYNAMICS

Effective leaders collaborate to maximize organizational performance by ensuring all employees are on-the-same-page, moving in the same direction and tracking continuous improvement using performance-based metrics. Peak performance is achieved when departments have efficient systems and processes, proper equipment and supplies, best-in-class quality standards and when the human factors of positive interpersonal relationships and exceptional service excellence are obvious. Collaborative team members always keep in mind their departmental responsibilities, individual competencies and performance capabilities.

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PERFORMANCE-BASED METRICS . . .

1. Define Strategic Surveys The process of developing, administering and transforming raw data into strategic information is both a science and an art. One major challenge is creating metrics that reflect what needs to be measured and at the same time are simple enough for all employees to understand. As ultimate performance goals are to provide quality products, personalized services and memorable experiences, survey metrics need to be aligned accordingly and grounded in the company’s vision, mission, values and core competencies.

Our custom-tailored employee satisfaction and engagement surveys serve as a crucial leadership tool in achieving peak performance. Developing the right metrics includes comparatives, trends, norms and benchmarks providing a matrix of key performance indicators. These data points are complimented with employee narrative commentaries providing work-environment satisfactions and engagement levels. Our metrics are both strategically predictive with big-picture trends and tactically prescriptive for day-to-day practices. Results can be easily cascaded down to employees at all levels promoting added understanding and commitment for shaping future performance. In addition to executive level information, separate reports for each department manager are developed. One feature of our services is a Departmental Guide for Achieving Peak Performance which reflects current and past survey scores with comparative benchmarks to other departments and the company as a whole. This hardcopy report is designed to be used by department managers as a continuing reference for action planning and performance follow-up.

2. Facilitate Being Proactive Anticipating the future through proactive thinking integrates insight about the present and foresight about upcoming events and performance challenges. Viewing survey results as a reality-based foundation helps in making best-in-class decisions. Proactive leaders develop a data matrix of insights for future planning. This strategic process develops abilities to foresee and prioritize needs and opportunities and move departments forward in their journey to sustain competitive advantage.

3. Intensify Energizing Talent Energy is an inspirational, personal quality. The ways in which leaders use energy influence greatly employees developing to their full potential. The goal is to motivate employees to fully understand performance expectations and to passionately care about how they carry out responsibilities. When employees feel a lack of responsibility and receive little or no feedback on results, they have little sense of ownership or commitment. Performance-based metrics track the progression of development in departments and throughout the organization as a whole. Our comparative performance reports illustrate change results and outline trends showing consistent, systematic change over time. Action planning and consistent follow-up guide actionable results and over time the process becomes transformational in developing individual passions and energizing team dynamics.

4. Support Building BrandPower™ Deliberate culture creates a strong brand through its peak-performance philosophy. BrandPower is the result of how well employees understand and are engaged in the company’s vision, mission, values and practices. The strength of a brand rests on customer trust, perceived quality and employee commitment to the way customers feel when experiencing the brand. Value creation is a top priority for best-in-class departments and organizations. Our performance-based metrics support all quality initiatives aligning the reality of “What is” to the ultimate of “What should be”. All surveys are designed rating operational satisfactions, emotional engagement levels and managerial best practices.

5. Promote Optimizing Results Performance-based metrics optimize daily operating environments by creating greater efficiency and effectiveness. Intra and inter-departmental performance become platforms for on-going meetings and individual discussions. As accomplishing meaningful work is a decisive factor in employee satisfaction and engagement, successfully managing performance outcomes is viewed as glue holding all collaborations together.

Great leadership involves accountability for results based on measurement. Performance-based metrics uncover patterns contributing to the organization’s culture and empower everyone to focus on the facts of operating results. Pragmatic approaches to identifying business issues and resolving them are facilitated through the ability to quantify the challenges.

6. Perpetuate Refining Strategies Organizational success lies in a holistic approach to the execution of peak-performance practices. Executives who create deliberate culture continually refine their path to success. They systematically think about the future and new ways to attain superior results. Performance-based metrics allow executives to consistently track their strategies over short and long-term periods. Continuous feedback to all employees becomes a critical element because the process encourages collaborative discussions and reinforces staff buy-in. Our Survey Dynamics: Administrative Guidelines to Creating Culture describes procedures for survey administration, feedback on results and action planning.

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OD Competencies

Vision & Mission

• Executive Retreats

• Leadership Workshops

• Operational Meetings

Needs Analysis

• Systematic Research

• Strategic Meetings

• Blueprints and Plans

• Double Loop Follow-up

Quantitative Assessments

• Custom-Designed Employee Feedback Surveys

• 360-Relationship Management Profiles

• Professional Development Inventory

Action Planning

• Action Planning

• Customer-Centric Methodologies

• Performance Index Measures

High-impact Facilitation

• Action-Planning Sessions

• Customized Training

• Peak-Performance Leadership

• Make-It-Memorable Programs

Performance Tracking

• Manager Reports

• Executive Reports

• Customized Reports


©2015 Ference Leadership and Strategy & Center for Survey Research