In addition to setting clearly defined goals
and deadlines for each position, you also need to establish what we at Elite
refer to as Minimum Levels of Acceptable Performance. Your employees need to
know how they’ll win by reaching the goals that have been established for them,
and they will also need to know the consequences for not meeting the minimum
levels of acceptable performance.
For example, you may tell your technicians
that their goal is to average 44 billable hours a week by the end of the first
quarter, with the minimum level of acceptable performance set at 39 hours. When
setting the minimums, bear in mind that they need to be realistic, and they
need to be based on the goals of the company. As an example, if your 2012 sales
goals require that each of your four technicians produce at least 39 hours per
week, and if that’s a reasonable number based on your marketing campaigns, your
sales staff and your facility, then you should set the minimum at 39.
This not only prevents wide swings in productivity, but will help you reach
your 2012 company goals.
For the last 20 years, Bob Cooper
has been the president of Elite Worldwide, Inc. (www.EliteWorldwideStore.com), offering shop owners sales, marketing and employee
management audio training courses available for instant download. The company
also offers coaching and service advisor training services. You can contact
Cooper at contact@eliteworldwidestore.com, or by calling (800) 204-3548.
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