Perfecting Employee Performance

  Exchange of Vows: I Fit  – I am in the right job for my skills, knowledge, and training. I Understand  – I know what I am expected to do and how to do it. I’m Valued  – I am respected by management and heard when I speak. I’m supported  – I know that won’t be thrown under the bus. I’m inspired  – I have trust in the leadership, vision, mission, and values of this company. Want  your  employees to be able to join in these vows? PEP can help create an “engagement” between your employees and your company goals, too. It’s time to overcome obstacles that keep employees from success—such as lack of enthusiasm, understanding or competence. We can help you implement and maintain performance plans to support employee and company success. Learn how to create a people-centric culture where: Exceptional employees achieve significant goals and objectives. Managers and employees alike fully comprehend the connectedness of individual performance with organizational success. Everyone shares a vision

  Just what is 360-degree feedback? Does your organization gather feedback about employees’ interactions from a variety of source types (such as customers, suppliers, colleagues, and supervisors)? That’s called multi-source feedback, or 360-degree feedback. What’s GOOD about it? The 360 strategy can provide insights into an employee’s leadership ability, customer service satisfaction, and readiness for advancement. The 360 strategy can provide insights into an employee’s leadership ability, customer service satisfaction, and readiness for advancement. Research shows that gathering multi-source feedback can benefit the organization by helping develop leaders (London and Beatty), improving customer loyalty (Smither and Walker), and creating a host of other positive outcomes, like increasing revenues, profit margins, sales, and contracts (Erickson and Allen). 360 feedback has been linked to higher employee satisfaction, lower turnover, and deeper engagement with the organization (Kazi et