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.
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!
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!