Madden Industrial Craftsmen Incorporated

Ah, the performance review. Few like giving them; fewer enjoy receiving them. Still, objective performance criteria can go a long way toward achieving your company’s business goals.

Here are some tips to help you create performance objectives which will help make the performance review process go much more smoothly and happily for everyone.

Make sure your objectives are measurable. Just about every objective can be measured, either by quantity or quality. Decide how you will measure your objectives. For quantifiable (countable) objectives, what kind of “numbers” will you use? are the benchmarks you will use? For the more esoteric (quality) objectives, decide on the different types of benchmarks you’ll use to measure performance. You’ll need to decide what kind of data you will use to measure employee performance and you’ll want to be sure it will provide you and your employees ongoing feedback regarding their performance.

Be specific. What do you really want your employees to achieve? Look beyond actions and focus on results. Being specific makes your objectives clear to your workers and helps keep confusion and disputes to a minimum. If your objectives are complex, aim to break them down into specific sub-objectives. This helps employees focus their efforts on achieving the specific results you seek.

Who is accountable for your performance objectives? Some objectives may be the responsibility of managers, who then should set objectives for line workers. For example, if a foreman is responsible for making sure so many widgets are produced in three months, he’ll want to be sure he creates performance objectives for his team members that  include seeing that those widgets are produced.

Are your objectives realistic? Taking the example above, can your employees make X number of widgets in three months? Efficient businesses know that performance objectives link back to the company’s strategy and business plan. You should set objectives that make your employees stretch and keep them challenged, but your objectives should be attainable.

Speaking of strategy, be sure your performance objectives relate to your company’s business plan and overall goals. Good performance objectives start with the “end in mind.” That is, they create a link between what individual employees are expected to do with the ultimate goal of the company. All objectives should be alignment with at least one other.

Deadlines are gold. Set time frames in performance objectives; deadlines help employees focus.

Contact Madden Industrial Craftsmen Incorporated for top-notch employees eager to meet your objectives. Whether you need industrial workers on a temporary, temp-to-hire or direct-hire basis, we will meet or exceed your objectives every time.

When the economy bounces back, many companies will bring on new, permanent staff. Unfortunately, hiring new staff can be scary because you’re basing a long-term working relationship on an impression made in a few moments time. By hiring through us, you have months to evaluate your new addition as opposed to minutes.  By hiring your long-term employees through us, you’ll enjoy a fantastic safety-net-an “Employee Warranty”.  Whether you let us do the footwork and provide you with the right employee or simply have us manage your own hand-picked employees, you’ll enjoy a priceless “New Employee Warranty” simply by running them through us!

If your workload is getting consistently heavier and you think it’s going to keep increasing, it might be time to permanently increase your staff. Permanently increasing your staff can make your business run more efficiently and can help prevent your current staff from burning out. It also means you only have to train them once, as opposed to retraining temporary employees that you bring on sporadically. Our talented recruiters locate the best trades-people your industry has to offer and hand-pick the best match for your company. Our company also provides you with an “employee warranty.” This warranty removes ALL liability from you for expensive unemployment claims if you complete an employee before hiring them direct, as well as from any potential workmen’s compensation claims that occur while they’re being run through us. When you run a new employee through us, we are liable for potential unemployment claims and workmen’s compensation claims-not you. Even better, you’re exempt from this liability until you transfer them to your payroll!

            In addition to protecting you financially, we also handle the extensive preliminary footwork of hiring a new employee such as advertising, recruiting, screening, interviewing, and setting up taxes and benefits. We can also help ensure your employees remain available during your slower times that you need to temporarily cut them lose. If your production suddenly takes a temporary drop off, we can often place your employee on short-term assignments that will allow them short-term work until you can bring them back full-time. Our employee warranty will protect your pocketbook from wrong hiring decisions, and in today’s litigious society, that piece of mind is priceless! Call us today to find out just how easy it is to experience our “Employee Warranty.”