Improving Performance: The Five-step Plan

March 23, 2010 No comments | Back To Home

March 22, 2010 – Oro Valley, AZ – Most leaders are resigned to ineffective methods of holding employees more accountable when things go wrong. Now, productivity improvement expert Kevin Herring provides five simple, yet powerful, tests to analyze performance problems, and describes how to correct them in a way that consistently boosts productivity.

As an example, Step One in the plan is the “Ahhh” test. The troubled employee sits on a chair in front of you, opens his mouth, and says what he knows about the business. If all he can say is “ahhh” or “uhhh,” he definitely has a problem that will affect his performance. A healthy employee will be able to describe products and services in some detail as well as how the work is performed. He or she should be able to talk about the competition and how well the business is doing.

The solution is to begin remedial treatment immediately with a liberal regimen of business learning until he or she can pass this test.

The article explains that although it won’t substitute for a thorough examination, the Five-Step Plan for improving performance can help with the most common ailments that show up in the workforce. It will help develop examination and diagnosis skills to allow the leader to choose the best prescriptions for performance problems.

‘Improving Performance: The five-step plan’ can be found on the Ascent Management Consulting website at http://www.ascentmgt.com.

About Kevin Herring

As a performance turnaround expert, consultant, and speaker, Kevin Herring has developed a reputation for optimizing the performance of the most difficult work units.

Questions about Kevin Herring, Ascent Management Consulting, speaking engagements, or consulting can be directed to 520-742-7300 and the contact page at www.ascentmgt.com.

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This entry was posted on Tuesday, March 23rd, 2010 at 9:45 am and is filed under HR Consulting, Training and Development. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.

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