Richard Voreis’ Post

Review Action Plans periodically. It has been a while since my first posting on Action Plans, so as a reminder, Action Plans are what employees do in support of the company’s goals and they make employees accountable for achieving success. Action Plans say “how” the company goals will be accomplished by the employees. A common mistake seen too often is establishing company goals and employee Action Plans, which are then set aside until the end of the year to see what has been accomplished. By then, it’s too late to do anything about anything! So, do review your Action Plans periodically: Once a year is not enough. Quarterly is not too often. Be sure to set pre-scheduled review dates and conduct personal face-to-face review meetings. As a suggestion, establish Quarterly Action Plan Review Meetings as a normal course of the company’s planned activities for the year and pre-schedule the dates at the beginning of each year. Please share your thoughts with me. Richard Voreis 214-361-2130 rdvoreis@consulting-collaborative.com #bestbusinesspractices#bestpractices#companygoals#employeeobjectives #accountability#strategicplanning#reviews

Action Plan Guideline #5 Arrive at Action Plans jointly with the employees. With respect to establishing Action Plans for employees, do arrive at the Action Plans jointly. In other words, don’t force your Action Plans on the employees, but instead, encourage each of your employees to develop their own Action Plans in support of the company’s goals. This basic commitment acts as a self-motivator and immediately establishes buy-in on the part of the employee. If it’s their idea, then the power of human nature will take over and the Action Plan will be accomplished. To repeat for emphasis, establishing Action Plans jointly with your employees acts as a self-motivator and immediately establishes buy-in on the part of the employee. If it’s their idea, then the power of human nature will take over and the Action Plan will be accomplished. This “fact of life” is extremely important! As a manager, you can and in some instances, you should influence and “fine-tune” employee Action Plans, but ultimately it is best if it is their idea rather than yours. Also, you should always discuss each employee’s Action Plans with them personally in a face-to-face private meeting. Because mutual commitment is important, too! Richard Voreis 214-361-2130 rdvoreis@consulting-collaborative.com #strengths #weaknesses #bestbusinesspractices #bestpractices #companygoals #employeeobjectives #accountability #sales #profits #results #strategicplanning

Action Plan Guideline #5 Arrive at Action Plans jointly with the employees. With respect to establishing Action Plans for employees, do arrive at the Action Plans jointly. In other words, don’t force your Action Plans on the employees, but instead, encourage each of your employees to develop their own Action Plans in support of the company’s goals. This basic commitment acts as a self-motivator and immediately establishes buy-in on the part of the employee. If it’s their idea, then the power of human nature will take over and the Action Plan will be accomplished. To repeat for emphasis, establishing Action Plans jointly with your employees acts as a self-motivator and immediately establishes buy-in on the part of the employee. If it’s their idea, then the power of human nature will take over and the Action Plan will be accomplished. This “fact of life” is extremely important! As a manager, you can and in some instances, you should influence and “fine-tune” employee Action Plans, but ultimately it is best if it is their idea rather than yours. Also, you should always discuss each employee’s Action Plans with them personally in a face-to-face private meeting. Because mutual commitment is important, too! Richard Voreis 214-361-2130 rdvoreis@consulting-collaborative.com #strengths #weaknesses #bestbusinesspractices #bestpractices #companygoals #employeeobjectives #accountability #sales #profits #results #strategicplanning

Don’t establish Action Plans that cannot be evaluated. If no one can evaluate the Action Plan to clearly know what is being done, then who knows if the results are being achieved? Evaluating progress and completion of Action Plans is essential. Make sure everyone knows what to expect from each Action Plan: Employee Manager Another old and wise saying you should remember: “What gets measured gets done!” Please share your thoughts with me. Richard Voreis 214-361-2130 rdvoreis@consulting-collaborative.com #bestbusinesspractices#bestpractices#companygoals#employeeobjectives #accountability#strategicplanning#evaluation

Simple Steps to Improve Company Performance Sometimes, a company fails to achieve its goals because executives and employees don't understand each other. Everyone knows what the strategy says to do, and departments are supposed to do it. But sometimes, departments don't know how. To solve this problem, departments need to create their own support plans. This will help them understand what they need to do and how to do it. Support plans make departmental work clearer, more relevant, and more innovative. Each department decides for itself how to implement the strategy, leading to better results for the entire company. Process for Improving Company Performance through the Creation of Departmental Support Plans Process Goal: Enhance understanding and execution of the company's strategy by each department to achieve common goals. Process Steps: 1. Problem Analysis: Identifying issues in strategy execution due to a lack of understanding between executives and departments. 2. Creation of Support Plans: Each department develops its own support plan, outlining specific actions to achieve strategic objectives. 3. Discussion and Alignment: Holding meetings to discuss and align support plans with company leadership and other departments. 4. Implementation of Plans: Departments begin implementing their support plans, carrying out specific actions and activities. 5. Monitoring and Adjustment: Regularly monitoring the implementation of support plans and adjusting the strategy if necessary. Expected Process Outcomes: Improved understanding of the company's strategy by each department, more effective task execution, and achievement of common company goals.

Don’t establish Action Plans that cannot be evaluated. If no one can evaluate the Action Plan to clearly know what is being done, then who knows if the results are being achieved? Evaluating progress and completion of Action Plans is essential. Make sure everyone knows what to expect from each Action Plan: Employee Manager Another old and wise saying you should remember: “What gets measured gets done!” Please share your thoughts with me. Richard Voreis 214-361-2130 rdvoreis@consulting-collaborative.com #bestbusinesspractices#bestpractices#companygoals#employeeobjectives #accountability#strategicplanning#evaluation

Your company’s value aren’t just words, they are systems. Let me explain… Two of our five company values are: 1.) Results matter. 2.) We wave our receipts with no shame. This is my third year with employees in my company and I am in the midst of our annual employee review process. How you structure your performance review process is a reflection of some set of values and as a CEO it’s your responsibility to ensure it reflects the values you WANT. When building my company’s employee review process three years ago, I was really important to me that: 🖤The employee’s voice is centered in the process because I have an opinion about their performance BUT they know more about their performance than I do. 🖤The review should center data to create a create picture of impact. When you write an employee review from “feelings” you end up writing a review about the goodness of a person an instead of the impact they are having on the company. 🖤Our review process is transparent. The review conversation shouldn’t be the first time an employee reviews the feedback. It’s just got a good use of time to spend a meeting reviewing documents that could be used in advance and it creates unnecessary anxious for someone to wait until the meeting to find out the evaluation feedback in their supervisor. I hired an HR Consultant to helped me build a review process that reflected our company values and have as important to me. Here are a few things that are true about our employee review process: 1️⃣ The employee completes a self assessment first so their voice leads the review process. #WaveThemReceipts 2️⃣ I write my review and shared it at least 48 hours prior to our meeting so they have time to review and process and we can spend our meeting discussing. 3️⃣ Our review template includes a section of role KPIs (key performance indicators). Each year during the review process the employee and I collaborate to determine their KPIs for the follow year so when review time comes a section is accessing those KPIs. You can’t “met” or “exceed” in that area if you didn’t meet the KPI. It’s clear, it’s transparent. #ResultsMatter (Picture of our employee letter that kicks off the evaluation process and outlines each step!)

How to Get the Best Outcomes from Inactive Employees: A Guide for Managers

Hey there!Let's shake things up and dive into a new perspective together. Instead of seeing underperformance as a reason to part ways, what if we flipped the script and saw it as an opportunity for growth and success? Imagine crafting Success Improvement Plans (SIPs) designed not just to identify weaknesses, but to nurture strengths and propel employees toward their full potential. How could this shift in approach impact our team dynamics and overall success? What strategies could we implement to ensure everyone feels supported and empowered to excel?I'm curious to hear your thoughts on this idea! How do you think it could reshape our improvement process for the better?Looking forward to discussing further!

Create your performance review strategy with Snapshot's innovative features! 🌟 Optimize the entire process to align with your business goals. If you haven't experienced Snapshot yet, worry not! We've prepared a detailed guide to navigate the traditional approach. Step into a realm of impactful performance reviews, where Snapshot propels your process to new heights. #PerformanceReview #Snapshot #BusinessObjectives https://shorturl.at/jyM46