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Sales Performance Assessment: What is the most important evaluate? Organizational climate

One of the most significant aspects of management is precisely assessing the performance of our employees and thus assign a fair return to work, hubica where optimal performance and particularly where this, developing likewise, achieves the best results for the organization.

Moreover, it should be stressed here that everyone is entitled to be monitored and therefore we are entitled to receive clear instructions about our work, which clear rules as we evualuado Therefore, knowing beforehand what will be the pay and / or benefits we receive in return. There is nothing more exhausting than organizations where either its directors or its managers play cat and mouse in establishing precisely which are the rules and what are the benefits to be received for achieving goals. On the contrary, usually these are very clear about the sanctions of any kind, call for late arrivals, a system of permits, rebates, etc ....

As we review the different authors written materials on performance assessment, we find and easily understand what is being assessed of an individual as an employee in an organization. We also know that as the post goes up in the organizational, technical skills are becoming less important than management skills with which an operation or operator is judged primarily for their technical skills and a manager primarily for their driving skills and abilities minimally by proper techniques.

tribute to the first superman that he was on screen tv, what, we should discuss here is: What are the aspects that will give greater emphasis to assessing. In the case of our superhero, will strength? His approach to acting? Availability? Negotiated to avoid fights in the city is destroyed or directly acts no matter what is broken?

However, the assessment of organizational performance is strongly influenced by the values, mission and vision you have. But as the idea is not pasearnos from one place to another through the concepts, useful for us to reflect on what we consider ourselves more valuable and we attribute greater value for our partners. Sicronizar then logically agree with our superiors and ultimately ensure that we all see the same movie at the time of measurement, reward, punish or promote.

Obviously there are properties where there is no doubt the criteria to be used. But we know that in many organizations in the first place could be the ability to neutralize inquitudes place as the workers or employees. In others the ability to evade taxes (not to say to avoid) can also be assessed quickly at any price. On the contrary there are many organizations where ethics comes first, which requires making money but never at the expense of any kind of maneuver in terms of tax or labor laws. It is very accessible read texts the term management skills, ability to resolve conflicts, leadership, etc. .. but at what price? In what way? Under what ethical criteria? Ethics matters in this organization?

I know (I'm sorry to say), executives could hardly be called Junior, which are capable of anything just to "get away soon." With energy drinks, vehicles advanced (and high fees of course) and full agendas of key contacts are ready for everything and in spite of who they put in their way. These super kids always existed ... but is that what we want?

Therefore, my dear reader, we have to maintain a good meeting with our principals to ponermos good agreement that will be the main and will be the secondary when assessing the performance of our staff. In the case of technical skills, I am sure that we will agree, but when the rest of the aspects to be evaluated, not just always remember that we studied in college but the type of person or organization who are or want to be , where and how we are going. And finally what is the price (not necessarily money) we're willing to pay for it.