Job Link Training | Business Management & Consulting

Traditional management and customer service training are ineffective in building tangible links to on-the-job skills. Performance Path ® has developed Job Link™ to break the mold of the traditional generic employee classroom training concepts.

Job Link™ creates a closed loop between work needs, skill improvement training and supervisory follow up. The employee’s work skills are reviewed and strategic work needs are identified.

Job Link™ training modules are identified from skill clusters that relate to specific work needs. Participants are given self-assessment to further define and identify their capability level, and these areas are specifically targeted during training.

Job Link™ training creates a tangible link between specific on-the-job skills, job-linked training, and on-the-job performance.

Immediately upon return to work, each participant’s supervisor receives a copy of the employee’s performance improvement targets and together they review and select one or two high priority targets to implement, and a review date is set.

The supervisor uses an Incentive Cache™ to reinforce performance improvement and the supervisor may use an Incentive Cache™ to strengthen the transfer of new or improved skills demonstrated on-the-job.

Organizational Development Leadership & Training

Organizational Development (OD) interventions result in innovative solutions, greater management commitment, and increased organizational effectiveness. Senior management teams identify, plan and implement the strategies, structure and systems that build profitability and reduce costs.

Each OD intervention is as unique as our individual client. Organizations, like individuals have their strengths, challenges and culture. The facilitator provides focus, structure and business process tools ensuring team members maintain solidarity and efficiency throughout the planning and execution process. The end result is sustained growth and profitability.

Typical intervention includes:

• Creating Actionable Mission Statement and Guiding Principles
• Executive Team Building
• Strategic Mapping
• Performance Management Planning
• Building Pay-For-Performance Systems
• Performance Based Job descriptions
• Incentive Planning
• Identifying ROI From Training - Job Link.

Employee Performance Incentive Cache

Incentive Cache ™ enables management to:

• Direct and align employee effort where it is needed most
• Increase skill and initiative
• Ensure accountability
• Drive financial results

It’s not just managers recognizing employee achievements; it is people recognizing people for very specific contributions tied to results.

Different things motivate different people. Motivational profiling allows managers to quickly and effectively identify individual motivational hot buttons for each employee. The result is you get what you reward.

Employees work hardest when their work effort connects to their personal lifestyle wants and needs. Linking strategic objectives and goals with individual work efforts and personalized incentives creates commitment and loyalty.

An incentive survey identifies the types of incentives that reward staff excellence, performance, innovative ideas, and taking on new job responsibilities. Linking incentives with business objectives accelerates business success.

Managers learn to use measurable goals and recognition to expand performance without adding cost.

Online Performance Appraisals | Business Management Consulting

Managers can access current or past appraisals online. The appraisal format is completely customizable including:

• The size of the rating scale, rating descriptions and point value assigned to each descriptions
• Prioritizing appraisal items
• KPI’s linked with the performance of work requirements
• Weighting of different job requirements reflecting their business impact.
• Different appraisal sections may have independent ratings and weighting capturing performance in areas such as conduct, innovation and value creation.
• Each section may provide managers and employees with separate comment areas
• Many people have the same job title but one job may be more difficult than another. A job difficulty rating scale can be added to the appraisal system allowing managers to preset a job difficulty rating provides a more equitable way to assess work performance for different individuals within the same job title. This rating automatically adjusting the final score up or down based on the pre set difficulty rating.
• A “Score Board“ provides an easy view summary of weighting, rating and score for each section.
• Alerts can be preset reminding managers in advance when an appraisal date is approaching.

Performance Management Software | Management Consulting Training

Performance Path ® Web based performance software solutions.

Performance Path ® software is designed to provide an easy to use and highly adaptable ASP performance management system. It is web based. Access is available worldwide. It can be configured to accommodate your performance management design or equipped with our high performance work force system, Performance Path ® .

Customizable Performance Management Dashboards

Dashboards make it easy to measure, monitor and analyze performance in key result areas. Strategic alignment and goals are directly linked with day to day performance. Reports in multiple formats can display measurement of:

• Key Performance Indicators (KPI) by person, position or department
• Leadership Skill Level
• Management Skills Level
• Employee Skill Level
• Motivation Level of each person, or an entire department
• Innovation in progress and completed
• Goals in process or completed
• Skill Improvement trend analysis year over year
• Conduct and compliance with critical protocols
• Employee documentation by category and volume

An alert system reminds managers when it is time to review performance, schedule meetings or document employee performance.

Performance Path Model | Complete Performance Management System

Performance Path ® is a high performance work System. The Model includes Performance Based Job Description, Performance Appraisal, Incentive Cache and Performance Leadership. In addition, optional application supporting goal setting coaching, employee documentation, performance dashboards and more.

• Next Generation Performance Management System
• Get managers and staff to think like owners
• Interlocking information technology with organizational psychology
• Creates a culture of achievements not entitlements
• Increase performance while lowering relative cost
• Get the potential your strategy promises
• Performance Based Job Description, Tell Them How to Excel

They Provide:

• Measurable, job specific work requirements, prioritized and linked with strategy and goals.
• Conduct areas defined in measurable terms.
• Targeted areas of innovation and excellence beyond work requirements.
• Defines qualifications and career path opportunities.

Performance Appraisal, Rating “Human Factors” Performance:

• Objective & legally defensible.
• Weight performance according to strategic impact and difficulty of job.
• Link individual performance with Key Performance Indicators (KPI's).
• Measures Leadership Skill Level, Employee Skill Level, Individual Motivation Level and more.
• Managers and employees are discussing what is happening on the job instead of what the terms mean in the appraisal.

Performance Management Systems | Employee Motivational Tool

Measure Performance, Contain Costs, Drive Innovation

Performance Path ® Value Proposition

Performance Path ® is a next generation complete performance management system. By linking information technology with organizational psychology Performance Path provides accurate measures of frontline performance, new methods to contain costs in compensation and drive innovation. For the first time managers will have the tools they need to align competing priorities and accountability, reduce relative cost, melt resistance to change and steer the workforce like a captain steers a ship putting YOU in charge of your future!

Performance Path® allows your business to;

• Drive Strategic Change
• Reduce Relative Costs
• Hardwire Accountability
• Target Increases in Innovation and Value Creation
• Increase Overall Motivation and Employee Performance
• Next Generation Appraisal System

History - Performance Path | Business Management Consulting

Business performance management (BPM) has made great strides over the last decade. Certainly balanced score cards and dashboards help managers plan, monitor and analyze results. Executives implement performance management to improve execution of strategy, increase efficiency and become more agile competitors.

The oversight … human energy. Human energy is what drives progress. All BPM systems use goal setting and Key performance indicators to measure, monitor and analyze performance. These are lag measures. Relaying on these factors alone is like driving your car by looking in the rear view mirror.

Managers and employees need the information and motivation to drive success. Front line decisions (Lead Measures) drive bottom line results. Goals and objectives (Lag Measures) measure results. Employee motivation affects everything – customer relations, costly errors, and delayed responses.

Performance Path ® was developed over a number of years by psychologist and human behavior analyst Rod Waddell. In an effort to ‘find a better way’ to manage employees and bottom line results, he developed Performance Path ® and Incentive Cache™.

Business Consulting Training | Employee Motivational Tool

Our Mission

We provide dynamic technologies that instantly transform business strategy into business reality. Our clients become agile change masters leaping ahead of slow to change competition. We tangibly link organization mission with employee passion and guarantee results.

Company Profile

Mr. Rod Waddell has worked with such prestigious organizations as, AT&T USA, Barclays Private Bank, British Caymanian Insurance, CIBC, CUC, Cayman Islands Government, Cable and Wireless, Dresden Bank Latin America, Colgate, Chevron USA/CCR, Exxon, GM of Canada, and Tropical Shipping. to name a few.. Mr. Waddell has recently qualified as Advisor Specialist with Investors In and People UK.

After 20 years of leadership experience Mr. Waddell continues to enjoy building business success through innovative and teamwork.

Belt Tightening In Organization | Performance Appraisal Process

Performance Path ® provides an easy, cost effective way to achieve belt tightening.

• Objectively separate those that add value and those that don’t
• Close the skill gap between highest and lowest performer.
• Pay-For-Performance, quantify management skill Level.
• Increase innovation and alignment, quantify leadership skill level.
• Pay For Performance, accurately measure employee skill level.
• Motivate or replace, accurately measure employee motivation level.
• Reduce costs with non-financial incentives that engage employees, and drive performance.

Belt Tightening Inside YOUR Organization | Complete Performance Management System

The first or second largest expense in almost every organization is labor. Studies show that 60-75% of an organization’s overhead expenses are consumed by their people.

Organizations must:

• Assess the top line versus cost structure.
• Cut discretionary spending.

Now, imagine if your employees could be just 5% more productive every day. Obviously, this would have enormous positive impact on your bottom-line. So, the question of the day is: How can you improve your human capital?

• Ensure employee commitment during cost cutting by asking them how to minimize cost.
• Identify the day-to-today actions staff must perform to drive value.
• Attract and keep top talent by rewarding performance not putting in time.
• Create a value mindset by linking staff actions and incentives with business value drivers
• Ensure full engagement of employees by providing highly valued low cost incentives.
• Objectively differentiate those that add value and those that don’t.
• Reduce head count based on objective assessment of skill and motivation.
• Reward staff for measurably improving individual or organizational performance.
• Make managers and frontline supervisors reward employee merit.

Performance Management Systems - Economic Shift

Increase Performance While Containing Costs

Managers must understand the Business Drivers outside and within their company.

Outside Business Drivers

Over the next five years millions of baby boomers will retire. No doubt they will be spending less and possible looking for part time work. The demographics are changing around the world forcing dramatic changes to business models. Read Harry Dents “The Great Depression Ahead.”

A simple assessment of risk may include identifying the risk factors and rating them on their potential impact and likelihood of occurrence. Next, consider the possible scenarios and decide how you would structure your organization to effectively deal with them.

What are the products or services offered today?

What areas are most profitable areas now?

What will remain profitable in the future?

What will your company look like in five years?

Restructure to increase resilience and competitive advantage.

Economic Shift | Business Management Consulting | Staff Appraisals

In these turbulent economic times it is imperative to increase efficiency and retain the commitment and loyalty of our employees. Many organizations will cope with the current difficulties by reducing budgets, cutting prices and lowering head counts. While this may be momentarily prudent, more must be done to sustain long term success.

Performance Path ® is a unique and effective performance based program which drives leadership, identifies key performance, provides a results driven reward program - Incentive Cache ™ and a proven track record of improving productivity by creating a culture of achievement not entitlement.

Job Link Training | Incentive Cache | Employee Motivational Tool

Transferring classroom attendance to work competencies often requires additional training and support from supervisors. Unlike generic soft skill training such as customer service, leadership or communication, Job Link™ training is directly linked to specific job needs; identifying and creating a direct link between skill training and strategic work needs.

Traditional management and customer service training are ineffective in building tangible links to on-the-job skills. Performance Path ® has developed Job Link™ to break the mold of the traditional generic employee classroom training concepts.

After traditional training most employees anticipate returning to work to “catch up” with work that has piled up while they were away. They receiving little reinforcement from their supervisor for using their new skills as supervisors did not attend the training and don’t what skills were taught there.

Job Link™ creates a closed loop between work needs, skill improvement training and supervisory follow up. The employee’s work skills are reviewed and strategic work needs are identified.

Job Link™ training modules are identified from skill clusters that relate to specific work needs. Participants are given self-assessment to further define and identify their capability level, and these areas are specifically targeted during training. 

Immediately upon return to work, each participant’s supervisor receives a copy of the employee’s performance improvement targets and together they review and select one or two high priority targets to implement, and a review date is set. 

The supervisor uses an Incentive Cache™ to reinforce performance improvement and the supervisor may use an Incentive Cache™ to strengthen the transfer of new or improved skills demonstrated on-the-job. Job Link™ training creates a tangible link between specific on-the-job skills, job-linked training, and on-the-job performance.

Executive Team Building | Appraisal Management Software

Process consulting involves a professional facilitator leading group discussions and using analytical methods or formal frameworks to identify problems or suggest more effective or efficient ways of performing business tasks. Process consultants usually work with senior management or project teams to development future strategies, identify best practices or implement plans that result in the achievement of designated objectives 

One of the analytical tools used to initiate strategic planning with Boards involving dynamic relationships is Perceptual Mapping. Perceptual mapping is an analytical process developed to identify the critical factors affecting long-term business success. The process quickly and easily galvanizes diverse participant opinions into a unified agreement. Participants identify and force rank factors having the greatest impact on their business. The items are charted according to their current performance level. Through this fusion of current performance in high impact areas, a detailed map of critical success factors emerge.

The result - valuable resources are focused where they are needed most; and decision - makers are empowered to develop departmental goals and business objectives that fully support mission and strategy. Aligning all work efforts and resources optimizes organizational effectiveness.

Strategic Mapping Planning | Employee Appraisal System

Strategic mapping is an analytical process developed to align diverse opinions while pin pointing the key result areas essential to long term success. Participants identify and force rank the factors which they believe have the greatest impact on their future success. The items are rated according to their current performance level and plotted on a matrix. Through the welding together of diverse opinions the matrix provides a clear road map indicating current strengths, weaknesses, opportunities and threats.

With this new perspective, rational and realistic business plans can be easily constructed. Individual team members will be able to confidently create measurable performance objectives aligned with a sense of purpose shared by the entire team. Valuable resources can be focused where they are most needed. Team members will be able to support organization mission, strategy, and goals while making independent decisions.

Fundamentals of Strategic Planning Workshop Overview

No matter how well the strategy is designed, it is people that make it work. It is one thing for business leaders and senior management teams to develop new strategies. It is quiet a challenge to have them successfully implemented. Many strategies fail to deliver their full potential. This can be traced back to four critical success areas.

They fail because;

1. The mission or strategy is vague or unclear. People are not sure what they need to do to support them day-to-day.
2. The values described in the vision, mission and goals are at odds with the existing values and beliefs guiding behavior within the organization.
3. There are no measures to help staff mark progress toward goal achievement.
4. There is no reinforcement for behaviors supporting change.

Business Management Consulting | Performance Appraisal Process

Managers find it easy to plan and follow up on employee assignments. Coaching plans, work assignments or complex projects can be outlined allowing both manager and employee to monitor progress. Alerts are used to remind manager and employee when it is time to review preset progress dates. Performance dashboards allow managers to view past performance as well as ongoing completion of assigned tasks and goals.

Are your managers leaving you vulnerable to expensive law suits?

Most managers recognize the importance of employee documentation. However, it usually remains a low priority until something goes horribly wrong. Attorneys have learned to subpoena all documentation for all employees in a department. Frequently this turns up an abundance of documentation on their client and very little if any on other staff members. This information may become evidence of discrimination against their client. “Continuous Documentation”, may be critical to winning a law suit. Our documentation alert system reminds managers when to document on a regular schedule. Managers can set the alerts themselves or HR can set alerts at designated intervals to search for and send reminders to managers who have not recorded any documentation.

Motivation – You Get What You Reward | Employee Motivational Tool

Performance measures alone will not sustain a high performance workforce. Managers must recognize their staff do not work for them, they work for themselves.

Utilizing behavioral indicators and financial and non-financial incentives that can be removed ensures employees not only focus on what is best for themselves in the short term but what is best for the business in the long term., Performance Path ® is a no-nonsense pay-for-performance system that rewards the best, develops the mid-level skills, and improves under-performers within timeframes.