Smart employers make sure they keep the focus onthe whole time a worker is employed.
Starting when he or she first signs on, set out performance requirements. Include the most essential ones in the initial job description and any subsequent versions. Make goals easily measurable. Regularly track progress and reinforce the message that you expect goals to be met.
Of course, even extremely ambitious goals should not vary between similarly situated co-workers.
As long as you treat employees equitably, you needn’t fear terminating someone who just can’t seem to meet goals.
Recent case: Supply Technologies told Michael over and over again—before it hired him and then after he came aboard—that bringing in new business was his primary responsibility.
When Michael was negotiating to come work for Supply Technologies, company representatives told him that his main duties would be to maintain existing accounts an...(register to read more)