Performance Measurements

Many of us are receiving performance measurements for our job, these give us a better indication of what we are doing and what is expected.  Why not use them with your clients, staff or even children.

I believe that when you are in a crisis, being out of work, you need lots of direction from someone you trust. Often we get non specific direction, like keep your attitude positive, or you have to look harder for a job, all these are nice thoughts but what about how and when to do it. 

There is a great way to remember when giving directions to clients, staff or children The SMART Method.   For example if you want someone to learn good social skills which is a goal you might want to give some performance measurements to get to that goal.  I have for this example used the following:

Goal: learn good social skills.  One of the objectives might be:

Objective: Shake hands with two new people every day.

Using the SMART METHOD you will notice that it is

Specific

Stated clearly: easy to understand. Shake hands with two new people every day.  Or Call at least 25 companies everyday and ask if they have any jobs available. (Why waste time knocking on doors when you can let your fingers do the walking and then you will know were to stop by)

Measurable

Objectives have to be quantifiable in order to create measures for them. In this case we want the person to shake two hands with new people.

Aggressive, Attainable and Agreed Upon

Set objectives to challenge, but only set objectives that are possible to reach.  All should be involved in the process. TWO NEW PEOPLE a real challenge for someone new to shaking hands.

Results-Oriented Focus on the outcome

SHAKE HANDS

Time Bound

Objectives should be accomplished within a set time-period.  Avoid words like “timely manner” 

EVERYDAY

It does not matter what method you use, what matters is does it have specific standards to understand.   If you have a younger children you could use performance standards with them.  Example:  Clean your room is meaningless to a kid.  An adult standard is usually a lot different then a child’s.   One method of using performance measurements with a child is when the room is to your satisfaction, take a picture of it and place it on the door.  “When I walk into your room in one hour I want to look like the picture on the door.” 

How have you used performance measurements with your staff, clients or family and what have been your results? 

EMAIL PAUL WITH YOUR THOUGHTS