So use these two techniques.
and lead your business to a hassle free success.
Visit the website to know more about job profiling or appraisal One should include a Personal Style and Job Style Compatibility process. Our experience has shown that shop when the style nature of the person does not reflect the style requirements of the position, there is little you can do to increase or even maintain performance. This strategy reduces the chance of the square-peg-in-the-round-hole syndrome.
One client required that.
the phones be answered within 3 rings. With three staff people and two phones, that was quite a challenge. The business was not supporting the staff with the necessary resources to achieve the expectation that management had set.
Another company wanted to expedite the cashier process, but was unwilling to add another phone line to separate the
Fax from the Visa-authorization line
. When a fax was being received or sent, Visas could not be processed. The choice? Support the staff or remove the expectations.
Suppose you require brain surgery. Because we here at CRG are very motivated and like to try new things, we offer to perform your
Matter how enthusiastic.
we are, we simply do not have the training or the ability to do that job.
A quick way to determine if a person has the ability to fulfill certain tasks/responsibilities is to ask yourself one question: in the past, has this individual demonstrated the skills and abilities necessary to fulfill this responsibility? If the answer is No, why expect miracles now
When a person is not motivated to do a specific work task, find out why. (That's more useful than simply criticizing the individual.) It is the responsibility of the manager to determine what is affecting the performance of the individual, because performance links to the company’s Expectation Management Model. The manager must become involved to help resolve the unproductive situation.