- Posted by James Canada
- On May 7, 2021
Feedback occurs when outputs of a system are routed back as inputs, creating a chain of cause and effect. In Results-Based Performance, the outputs and inputs are sent back and forth between employees, each of whom assumes more than one role in creating the circuit of communication. The efficiency of that circuit, the free flow of information between roles, will ultimately determine employee satisfaction and the overall success of your business.
Therefore, it’s helpful to know the five roles that comprise the Results-Based Performance process and the duties that each one entails.
First, the Counselor—usually a partner, director, or someone in management—initiates contact with counselees throughout the year. They represent counselees at team evaluation discussions, continually monitor individual performance goals, and prepare and deliver Annual Performance Reviews.
Accordingly, the Counselee, who can be at any level on the organizational chart, assumes primary responsibility for their own personal development. They maintain a record of performance and accomplishment in a personal log and identify and monitor individual performance goals. Counselees can also initiate contact with their counselor throughout the year.
In addition to their counselor, counselees get support from an assigned Mentor, a fellow employee from any level, who can provide guidance on professional and some personal issues. A mentor should enter this relationship voluntarily and maintain confidentiality.
Coaches are typically executives or senior management who can assist counselors in refining their skills, answering questions, and sharing “best practices.”
And over everything, there is a strong Human Recourses presence, to uphold compliance, aid in assigning counselors, and monitor submitted forms for correctness and completeness. The HR also formalizes and implements Mid-Year and Annual Performance Reviews and orients new hires to the Results-Based Performance process.
When all five of these roles are working in harmony, your company will have the supportive infrastructure to facilitate the internal feedback you and your employees need to succeed.
Jim is an operations, business development and program/project management leader with Executive Management experience in both Service and Manufacturing environments.