| Do your employees know how their specific | | | | 4. Cooperating with other departments |
| performance contributes to the achievement of your | | | | 5. Mastering new electronic systems |
| organization’s goals? If not, you may be missing a | | | | 6. Implementing new workload management |
| great opportunity to improve performance. Employees | | | | procedures |
| want to see the BIG Picture and where they fit into | | | | As you can see, there are many ways to create |
| that picture. They want to know “why” their | | | | these links. Consider projects, tasks, and activities. You |
| performance matters. So when you link (directly or | | | | can probably connect everything your employees do |
| indirectly) employee performance to the achievement | | | | to the achievement of some organizational goal. You |
| of organizational goals, you increase the likelihood of | | | | just want to encourage them to do those things faster, |
| getting better performance. | | | | smarter, and better. |
| To make these links, do three things. First, examine the | | | | And you don’t need 10 organizational goals. One or |
| goals in your organization’s strategic plan. If your | | | | two can work just as well. If you think about the |
| organization does not have a strategic plan, identify the | | | | above example, there are probably dozens of ways |
| short-term or long-term goals where you work. | | | | to link performance improvement to Increased Sales. |
| Second, identify the areas where you want | | | | When Performance Matters, Employees Perform |
| employees to improve performance. Third, explain to | | | | To motivate employees to improve performance, you |
| employees how improvement in these areas helps | | | | must find a way to have meaningful discussions about |
| achieve organizational goals. | | | | performance. Linking performance to the |
| For example, suppose your organization wants to | | | | achievement of organizational goals is meaningful |
| Increase Sales By 15%. Your employees’ might | | | | because it allows you to focus on a “common |
| help your organization achieve this goal by doing the | | | | purpose.” It also gives you a way to let employees |
| following things: | | | | know that their performance is very important. And |
| 1. Increasing individual or team productivity | | | | the more employees’ believe that their |
| 2. Improving individual or team quality | | | | performance matters, the more likely you are to get |
| 3. Solving customer problems faster | | | | the kind of performance you want. |