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Business Performance Assessment Program – Criticisms Appear Harsher When Put into Print
Fact or fiction, anything formally documented assumes an air of legitimacy. Combine this implied legitimacy with the stark black and white of the printed words and any identified improvement opportunity can appear overly harsh and critical, especially to those responsible for the performance. Apparent aggressiveness within a self assessment can result in resistance to the evaluation findings; often by those who stand to benefit the most and who must own the corrective actions.
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“There’s a difference between interest and commitment. When you are interested in doing something, you do it only when it is convenient. When you are committed to something, you accept no excuses.”
Advancement, transfer, retirement, resignation, and termination are all causes of position vacancies. Regardless of the reason for or timing of a position opening, the organization must continue to function through the subsequent transition. Organizations proactively positioning themselves for personnel changes maintain a higher degree of business continuity; realizing a shallower and shorter productivity dip and pursuing performance improvement more rapidly.
Every position in any company will necessarily be different than even the same position within any other organization. These differences stem from the unique organizational personnel, policies, culture, and marketplace positioning and environment. To be best prepared to assume his or her new role, a successor must have a thorough understanding of all of the position’s critical success factors, drivers, and influencers. Turnover checklists leverage the collective experiences of past position holders to help ensure successors receive all of this vital area knowledge.
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