Motivation/Managing Poor Performance

We will facilitate at either an on site or an off site team building conference with your key staff.

Your team will re energised, motivated and clear on the company goals and what they are individually accountable for.

We will facilitate agreement with your team on minimum acceptable work standards

So we can provide you with the most relevant information, please advise company name and the industry you are in. 

Key Performance Indicators

From the broad company goals and the new company vision we will develop individual staff accountabilities and goals that can be reduced to monthly ‘bite size milestones. These are our ‘Key Performance Indicators’ they tell both the staff member and the manager exactly ‘how I am going right now’. A major area for discord within a company is misunderstanding 

Not communicating what it is that we are judging good and bad performance on. A common statement we here is ‘ But I thought you wanted me to concentrate on this task as a priority, not what you are telling me now’.

The Oaks performance management system focuses the manager and the staff member on the same goals

Action Plans

We detail the steps to achieve individual Key Performance Indicators with Action Plans that have Simple Measurable Achievable Realistic Time measurable (SMART) objectives.

Monthly Performance Review

We have a monthly one on one meeting with your key people to coach and monitor their progress against the agreed to Action Plans and Key Performance Indicators.

Absenteeism – Reduction

Absenteeism is directly related to team morale and performance management. One of the measurable benefits of the Oaks Coaching programme will be a reduction in absenteeism.

Grievance Procedures

A formal grievance procedure will become part of the new approach your company takes when you join the Oaks Business Coaching programme
The monthly one on one meetings tend to catch the grievance early. We call this ‘hunting and catching the baby Godzilla (before it becomes an adult Godzilla)’.

Discipline Procedures

‘Praise publicly, discipline privately’. This is an area that is extremely important. Do your discipline your staff at the time of the offence? Do you have a formal discipline procedure? We do, and it will make a significant difference to the productivity of your staff.

Mid year Appraisals

Do you have them? If you do, do they tell us more about the appraiser than the appraised? Does the appraised employee leave the meeting in a positive frame of mind, clear on successes and areas that need more focus?

This is a chance to look backwards at the previous year and forward to what needs to be accomplished. It is also a time when you can look at the big picture in terms of skills your company will need if you are to achieve your strategic plan.

Salary Structure and Incentives/bonuses

Salary and incentive programmes should make a positive contribution to the advancement of the company and the morale and well being of your work force.

Does your employee compensation programme recognise and reinforce the behaviour that advances the business?

Is the system fair, logical and transparent – or does it cause dissention and grievance – the very opposite outcome required.

360 Surveys

One of the most effective tools for allowing you and your employees to see themselves as others see them is by utilising a 360 survey instrument. Used by over 90% of America’s Fortune 500 companies, the 360 process is one of the most powerful team building systems we have used.

So we can provide you with the most relevant information, please advise company name and the industry you are in. 

Forward to: enquiries@oaksconsulting.com.au