In any given organization there are high-level performers and those who are low-level performers and those in between. To describe the various levels of employee performance, EPS uses a visual model called the Employee Performance Continuum. It shows that performance consists of two main components:
- Job Responsibilities and Skills (the vertical axis)
- Behaviors such as attitude and motivation (the horizontal axis)
Your workforce becomes more valuable when the majority of your people are in or close to the "upper right corner" of the Performance Continuum.
Due to the challenges inherent in managing employee performance it is not uncommon to have individuals who are not in the upper right hand corner (or working towards it). People who are too far outside of the "upper right" area decrease the organization's capabilities. High quality feedback is the catalyst for awareness and improvement. The more efficiently and effectively this process is managed, the more "A" and "B" level individuals you will have in your organization.
About The Performance Continuum and Feedback Method (PCFM)
The basis for all of our solutions is PCFM. It helps overcome the usual difficulties in addressing performance issues and is easily learned because it is intuitive and flexible enough to handle ANY performance issue, regardless of the specifics.
Through a Structured Process The PCFM teaches the following:
- Understand the application of the Performance Continuum Concept.
- Quickly identify the issues that are preventing individuals from being more effective - even the issues considered "too sensitive" to address.
- Take even the most confusing and seemingly overwhelming performance problems and pinpoint the most critical issues.
- Analyze and validate your conclusions.
- Turn even the most hard to talk about performance issues, particularly those rooted in disruptive behaviors, into honest yet non-threatening feedback.
- Develop the talking points to be used during the actual conversation with the individual.
- Learn techniques to manage and maintain control over the conversation and its outcome.
- Gauge commitment levels and implement the solutions that will allow the person to master the new performance objective .