Government Connections - Fall 2016 - 13
F E AT U R E
BE A LEADER:
The Five Components
to Results Management
BY DEAN SAVOCA, M.ED., BCC
SAVOCA PERFORMANCE GROUP
t's probably no surprise to hear that according to research,
70 percent of American workers are not engaged in
their jobs. Now more than ever, it is important to engage
employees. Many leaders desire to increase staff
performance, but few have a system to achieve their
Here are five components to results management to get you
thinking about creating the system you need to maximize your
Set clear written expectations for employees' job
responsibilities. Review expectations with them and encourage
questions to reinforce understanding. Seek mutual agreement on
what is expected. This clarity assures there will be no surprises
when feedback is given.
manager gets to know them personally and understands what
motivates them to perform at their best.
BUILD RESPECT AND TRUST
Respect is a two-way street that has trust as the on and
off ramps. Earn respect by promising and producing. Once
expectations are clear, people want to be trusted and have
freedom to do their job. Patricia Aburdene, speaker, social
forecaster and author of Megatrends 2000, said, "Transcendent
values like trust and integrity literally translate into revenue, profits
PROVIDE FEEDBACK AND ACCOUNTABILITY
Measuring and improving performance is an ongoing process
that cannot be handled in an annual performance review.
Feedback sessions includes celebrating successes, measuring
progress towards agreed upon expectations, giving incentives
and recognition, re-clarifying expectations and determining what
else is needed for success plus reconnecting employees to their
motivators and the importance of their job.
Be a leader by applying these five components of results
management and watch your employees' performance soar.
Dean Savoca, M.Ed., BCC, is a performance management
expert. Whether at a conference, sales training, leadership
and team development or strategic planning session,
Savoca guides people through processes that focus their
attention on core issues and rallies them to action. For more
information, visit www.savocaperformancegroup.com or
When hiring, use an assessment tool or interview questions to
identify the strengths and skillsets of the potential employee to
ensure alignment with the position responsibilities. Employees will
perform at their best when their job responsibilities are aligned
with their strengths. Give them the resources they need to be
successful. Resources may include training, supplies, support
staff and budget.
CONNECT TO SIGNIFICANCE
Employees need to know their contributions make a difference.
Share how their job results are important to the success of the
company and their co-workers. People feel significant when a