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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.

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Today

reflect together about the abuse. Possibly we prepare to talk about abuse, including physical violence and obvious situations, whether the have lived or been told to us.

turns out that the abuse has degrees and safely in the laws of each of our countries is more or less likely to obtain justice in the case there are complaints. As we intend to be successful managers, our thoughts should be directed not only to bulk or general to then say with satisfaction that these things do not happen to us or do not occur in organizations where we work.

remember the comment of a friend still relatively new in his work remained unpaid salary because it allegedly had not complied with the relevant procedures previously taken. Because your financial situation was poor (he had been without work for a long time before getting the job), the failure to collect that Friday will be put in an extremely difficult until the following Monday. By resorting to the appropriate officials, although it was not "abused", received responses that suggested: a) Learn the next b) Is your problem c) If you do not like there's the door.

abuse have different expressions and faces. Indifference, disregard, scorn, disinformation, "the right floor." Many human resource departments are basically "liquidators of wages." Many managers of HR, although professionals on his own, end up being one more gear to tighten nuts and enforce the rules so that no one even comes to mind to do some questioning.

Because we live in different countries may seem like a generalization. However, although freedom of association is guaranteed in the majority of us agree that there are few countries where we could actually find in practice some sort of support for everyday issues relating to abuse.

For this reason, managers, supervisors or department heads have a much bigger commitment in terms of ensuring the respectful treatment, cordial and considerate in our units. Is striking that there are a number of cases where these events occur in middle and lower levels without necessarily be those, ways to treat, by the owners of the company or its directors.

We must pay close attention to the abuse that somehow requires adherence to all kinds of jokes or hyperbole. Abuse often occur "friendly" or that inferred for the oldest or connoisseurs initiation rituals (ironically speaking of course), as a way to introduce the club and / or lead to indoctrinate on how to avoid problems and remain relatively well in the company.

We must not deceive in this matter. Above mentioned lack of communication and / or explanations on certain procedures. These ambushes that place the employee at ridiculously embarrassing or compromising situations, simply by not having the proper information about it. It is very difficult to achieve an appropriate organizational climate for example if people are pressured to adhere to these practices under threat of not last long, be replaced or sent to another division more difficult.

Unfortunately in many organizations (and entire governments for decades), employees opt for obsequiousness as the best way maltartos avoid suffering. Particularly if there are companies that have been or are still under dictatorial regimes, we find high profile cases. Generates sadness and helplessness often see whole groups obsequious attitudes. Those smiles fearful, those heads down or such quasi-military positions of consciously or unconsciously be firm to the upper turn.

We have a very clear position on the matter. Our employees must receive signals from our values \u200b\u200band therefore lead the way we deal with these situations. We can be us who we are critically conditioned to lose their jobs if we made the final consequences involving abuse. But it will be in those moments where you just have to apply read, studied, beliefs or convictions, because as they say will be moments of truth. Depending on the decision we make at the time and the actions we perform, we will define our future in this organization and to ourselves.