Thursday, August 29, 2013

Assessing organizational performance: when, why and how?

Typical symptoms of under-performance are:
·         Growth targets are not being met
·         Revenue is declining
·         Market share is shrinking
·         Opportunities are being missed
·         A merger or acquisition is problematic
·         Deadlines are being missed
·         Poor teamwork
·         Management gets surprises
·         Employees rarely exceed expectations
·         Same issues keep reoccurring
·         Best people are leaving
·         A corporate initiative is stuck
·         Feeling that there are opportunities to improve performance -- to move from good to great”

A cause may be that employees are not engaged – not performing near or at their full potential.  Gallup surveys reveal that only 30 percent of employees are engaged.

A cause may be ineffective direct supervisors.  A Gallup poll of more 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor.

Assessing organizational performance requires pinpointing the problems and their causes.  This requires using a survey that poses the right questions.

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