Once you’ve set the goals necessary to attain your vision, you need people to make it happen. Our Talent Management Foundations programs align your efforts to get the right people on your team – in the right positions and rowing in the same direction!
Job descriptions don’t always reflect the requirements and responsibilities of the positions as they exist today. Employees should be clear about their responsibilities, who they are accountable to, what their role is in the company, and how their strengths contribute to that role. Never assume that employees already know what is expected of them.
Enerpace will work with your organization to review and document the roles and responsibilities for each employee to ensure that the tasks outlined are still truly necessary. Revising these descriptions will ensure that your organization has the right resources and roles in place to achieve its One Page Performance Plan (OPPP) goals and meet the growth requirements of your business moving forward.
A job description gives an employee and their supervisor a clear and concise resource to be used as a guide for measuring job performance. To set up an initial Roles and Responsibilities consultation with Enerpace, Click here
Enerpace’s HR expert can assist you in developing and implementing a recruiting strategy that defines and finds the best candidates for your firm. We’ll work with you to create, or solidify, your Employer Brand. Then, we’ll bring it to life with a program to shape the candidate experience from the first interview through the onboarding process.
How do you ensure everyone in your organization is aligned on company goals? Enerpace can help you create a One Page Performance Planning Process to get everyone working as a team.
Performance planning is the process of moving the company’s goals throughout the organization to create individual OPPPs.
This cascading effect starts with the creation of the company’s strategy, vision and the critical cornerstones needed to attain that vision. Next, we determine what goals we need to achieve in the next year under each cornerstone. That becomes the company’s One Page Performance Plan, and also the President’s personal OPPP.
This then cascades to the President’s direct reports, who create their own OPPPs for their functional areas. Next, their direct reports create their own OPPPs from their manager’s. And so on throughout the organization to each Individual Contributor.
In this way, every employee, from entry level interns to the C-Suite, has specific annual performance goals under each cornerstone. Done correctly, the attainment of each employee’s individual OPPP goals creates the performance necessary to deliver the company’s overall OPPP goals that move the organization forward to their Vision.
One Page Plans Cascade in Each Direction
To set up a OPPP process for your firm, Click here
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