Building a High Performance Culture Pipeline via a Metric Technology
How do you establish a High Performance Culture with leaders and employees thinking on the same page? Is this at all possible? What if it is? What if you can replicate the top 10% of your company’s performance that which you know is working, and creates sustainable profits and channel that down the organization? This may sound too good to be true? CEO’s always want sustainable productivity and results. This is what adds great value to a company and its shareholders.
Traditional Frustration
The traditional methods of managing by expectations have not worked well because of lack of a scalable human capital metric system. This has companies taking on a “soft skill approach” to creating corporate cultures. This created large performance gaps and huge frustrations in employees. People were not thinking on the same performance page, and lacked a general knowledge of what makes a high performance value based culture success.
Simplicity Works – if you have the right deliver system
If you are going moose hunting you have to know what a moose looks like and where to find them. You don’t need to know the background of moose, the anatomy of a moose, or its family history. You do need to know that a duck is not a moose. Your top performers or top 10% for each position is the same way. You just need a simple benchmark (a simple tape measure of human performance “PTQ”) of what is working. Then you just need the ability to replicate (hire) these top performers with an 85% to 90% success rate – with the same tape measure (metric). This is simple if you have the tool to do it. Nothing complicated.
However if you don’t have the metric (there are hundreds of consulting firms that are very willing to spend hundreds even millions of dollars trying to create you a metrics with a truck load of consultants to oblige you on this journey. Meanwhile this taps into your bottom-line and shareholder value. So keep it simple and very cost efficient with a system that does the hard lifting.
Simple Common Performance Culture Language
To achieve a sustainable High Performance Culture you would need a scientific metrics of Human Capital Performance to create a “common performance culture language so individuals were all on the same performance page. This Performance Metrics would need to be proven and needs to create predictable results that directly linked to the financial performance of individual contributors. This same metrics would need to be very simple easy to understand, so all employees can clearly understand what they are describing, so all are clicking on the same performance page.
5 Strategic Points for creating a High Performance Culture
All of these would be online – to contain the high cost of processes and procedure
- Assessing – Human Capital Performance Metric - links performance to financial results
- Company Performance Audit - Strategic Performance plan
- Benching for Performance
- Hiring / staffing.
- Development
Performance Strategy - Integrated System
Once you have a metrics of Human Capital Performance, these needs to be driven via an integrated system of solutions that a company can deploy without a train load of consultants or costly processes. These Human Capital Performance system capabilities would need to deliver the following:
- Company Performance Audit – Strategic Planning and Talent.
- Performance reports linking each individuals contribution to bottom-line results.
- Benchmark - Identifying the Top 10% performance drives (for Hiring more top performers for each position).
- Staffing / Recruiting system – to hire only top performers for all positions – with laser beam accuracy.
- Job applicant performance screening system- prescreens job applicants and ranks all applicants to save as much as 40% in recruiting costs and staffing time.
- Online Performance Development system moving all toward the top 10% performance level that delivers an accountability capability that is fair and career enhancing. This also has Leadership Development capabilities for faster scaling of high potential employees for succession planning and development.
Building Unified High Performance Culture Pipeline
A simplified High Performance Culture with leaders and employees thinking on the same page is not as difficult as you may think. Why? Because the same things that bother people (their inner thinking and fears they want answers to). Yes people are willing to trade up if it will benefit them personally. People’s inner performance drivers (performance thinking quotient”PTQ”) is the same thinking that impacts and motivates and directs the successful execution of:
- Job tasks and goal performance
- Customer care predictability – Sales – Quality Control
- Leadership capabilities and productivity
- Customer service and operations – Safety
- Processes and procedures job competency skills...and much more
Secret Performance Sauce
Performance TQ “PTQ” is the empirical performance data or "performance thinking" is going on between a person’s ears which impact how the individual performs their job tasks regardless of position. This is the Secret Performance Sauce all executives need to maximize added value results for the organization and enhance their own careers as top leaders.
The 5 strategic points - Performance Technology
The Strategic Leaders in an organization is looking toward building a stronger sustained delivery to the bottom line. They do this by gaining the knowledge of a Company Performance Audit – with a Strategic Performance plan 2. Then Assessing via Performance Metric that is valid which provides a 3. Benchmark capability for each position so when deploying a 4. Hiring / staffing system that can – replicate the top 10% performance for all positions and then 5 Develop all other individuals performance toward the top 10% level will be the “go to strategic in the company.
Can CEO’s have the tools for sustainable productivity and results replicating the top 10% of their organization…Yes. This can add greater value to a company and its shareholders.
CEO’s and their top executives can build a High Performance Culture with leaders and employees thinking on the same page?
Some oppositional thinkers will say these sounds too good to be true! These same type of thinkers said the light bulb could not be invented. Thomas Edison thought differently. I guess some people are visionaries and some are not.
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