Process and  Service Accountability and Employee Motivation


           

 

HOMESYNOPSISTHE PROCESSCULTURESDO THESE PROBLEMS SOUND FAMILIAR?EMPLOYEE EVALUATIONSEMPLOYEE MOTIVATIONINTERNAL CUSTOMERSPSA AND QUALITYPSA AND ACCOUNTINGFAQ’sCONTACT USGRUNSTEN AND ASSOCIATES

 

Process and Service Accountability addresses key questions that are important to employees:

Exactly what am I supposed to do? ~ Will I keep my job? ~ Will I get the going increase?

Can I get more than the going increase? ~ Will I be considered for another position?

 

Exactly what am I supposed to do?

Process and Service Accountability  requires that responsibilities be clearly assigned - they consist of the specific process and procedure steps. The tasks are straight out of the companys operation manuals.

Will I keep my job?  

The employee has a cumulative performance score and an understanding of the level required for job retention.

Will I get the going increase?

Emotions play a large role in traditional annual evaluations. Various questionable factors enter the formula in these assessments. Does the person preparing the evaluation like or dislike the individual personally? Did the individual being evaluated commit a memorable error recently?

Often, the individual filling out the evaluation has made up his or her mind about how much they want to give an employee. Then it becomes a matter of massaging the evaluation ratings to fit that amount.

The Process and Service Accountability evaluation system does away with personality issues. An employees assessment is the direct result of task performance.

Can I get more than the going increase?

High achievers often ask this question. It makes sense that exceptional performers merit a higher level of compensation. The performance level at which an employee is eligible for a higher amount can be established by the company long before the evaluations take place.

Will I be considered for another position?

It is logical to consider those whose performance scores are highest as candidates for promotion. 

Achievers prefer having their performance measured

Personnel in support departments tend to be high achievers and often have been exposed to higher education. They are people who are accustomed to taking tests and looking forward to good grades. The absence of a scoring system may be demoralizing since job evaluation comes about once a year and seldom reflects true performance.

The saying, You dont hear anything from anyone until something goes wrong is not the case with Process and Service Accountability. Daily scoring focuses on everything that is done right. Process and Service Accountability provides a clear and fair system of evaluation.

 

HOMESYNOPSISTHE PROCESSCULTURESDO THESE PROBLEMS SOUND FAMILIAR?EMPLOYEE EVALUATIONSEMPLOYEE MOTIVATIONINTERNAL CUSTOMERSPSA AND QUALITYPSA AND ACCOUNTINGFAQ’sCONTACT US