4 points of view on creating a performance based culture

by jeffhilimire on December 9, 2010

I’ve been trying to spend a little more time on Quora lately. Don’t know Quora?

Quora is a continually improving collection of questions and answers created, edited, and organized by everyone who uses it. The most important thing is to have each question page become the best possible resource for someone who wants to know about the question.

Oh, and while you’re poking around Quora, connect with me and let’s throw some issues around.

I'm trying to incorporate more images in my blogs. Admittedly, this is a horrible start.

I'm trying to incorporate more images in my blogs. Admittedly, this is a horrible start.

So I’ve been working on ways to create a performance based culture at a company and I decided to ask Quora to see if I could get some intel. So far I’ve received four viewpoints and I thought I’d share them here, and encourage others (you!) to join the conversation and add your thoughts either here or on the Quora site.

Michael Nurse says:

in the end, you get what you measure. Moreover, you get what you reward. You need to do a great job of communicating your company’s goals, then reinforce that by measuring each employee’s contribution to meeting those goals and then reinforce that even more by basing your rewards system on contribution to those goals.

If you do that, not only will you have a naturally formed performance based culture, but each employee’s performance goals will be fully understood across the company and will be directly tied to the company’s largest, most important goals.

Mike Dunn says:

First, attempt to foster collaboration/communication re: the company’s goals and methods being attempted to reach those goals. Next, create and agree to metrics for those methods against goals. Finally, set up project-based accounting and clear statements of expected vs actual ROI.

Lyre Calliope says:
Organizational development must go hand in hand with personal development. Focus on the individual.

Oh, and check out one of my favorite books!
http://www.amazon.com/Fifth-Discipline-Practice-Learning-Organization/dp/0385260954

Davin Green says:

Know your employees individual goals, and align company goals with them. Make sure they know they are working toward something, and not just working. Stagnation is the industry killer, and soul killer!

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  • http://www.google.com/profiles/cubanx Ricardo Diaz

    Michael Nurse says: “…Moreover, you get what you reward….” I repost this video as proof of that (far smarter people than I are saying it :) http://www.youtube.com/watch?v=u6XAPnuFjJc

    The reward is not always monetary, and even the right reward doesn’t always motivate. Passion motivates. What creates passion? Be passionate :)

    Do something you love to do, not something you dread, and suddenly it all just works.

    You’ll be motivated, the people you work with will be motivated, and you create a place where people WANT to come to work.

  • http://www.jeffhilimire.com Jeff Hilimire

    Be passionate! You’re right Mr. Diaz. Love what you do and be passionate.

    So are you saying that if you have people that are doing jobs they don’t love and aren’t passionate about, that no matter what you do you really can’t motivate them? Curious your take on that point.

  • Tony Duda

    I think people have to believe in and trust the leader and be excited about what the company is trying to do (a worthy goal). A company trying to increase profits 25% over same quarter last year so the owners can take home more money does not motivate many people.

  • Pingback: Performance (1970) | Old Old Films

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