QuintEssential Performance, LLC.
People Performance that makes dollars and sense.™
FAQ
What is QuintEssential Performance™?
- QuintEssential Performance™ is "having the right people in the right positions performing at or above your expectations for those positions."
- The derivation of "QuintEssential Performance™" is:
- Quint = five
- Essential = required, necessary, or fundamental
- Quintessential = superior, the best
The QuintEssential Performance™ Model graphically presents "the five necessary components required to achieve superior people performance."
What is the QuintEssential Performance™ Model?
The QuintEssential Performance™ Model is a five-level visual representation of 18 variables that must be aligned to achieve superior people performance for individuals, teams, departments, and organizations.
- Level 1 Foundation
Ties people performance to the strategic direction of the company, describes who the organization says it is, where it says it's going, what it values, and how its "corporate citizens" behave - Level 2 Infrastructure
Provides the tools, direction, and resources employees need to perform up to expectations - Level 3 Communications Membrane™
Links individuals and their needs and expectations to the organization and its needs and expectations - Level 4 Individual
Describes the attributes, knowledge, and skills each individual possesses - Level 5 QuintEssential Performance™
Results when all 18 variables are aligned and functioning well
By applying the QuintEssential Performance™ Model to your business, you can identify the breakdowns that are blocking superior people performance and establish a plan to overcome them.
If you are serious about strengthening communication, accountability, alignment, and job performance throughout your organization, combine one of our clinics with the Performance Generator™, our online coaching system.
This unique combination will provide you with the most powerful and economical way to achieve superior, aligned performance.
Why don't typical performance improvement plans work?
Most performance improvement plans are developed as a last resort to assess if an employee can be salvaged. These plans typically outline what employees need to learn or do to keep their jobs.
Performance improvement plans rarely consider how other factors in the organization are contributing to the employee's performance problems. Because these plans typically are so limited, many good employees are lost needlessly. Earlier and more effective interventions could have been successful.
A company can't achieve QuintEssential Performance™ across the organization until it:
- Determines how the organization is blocking top performance and removes those obstacles
- Approaches performance improvement collaboratively
- Aligns people performance with the company's long-term needs and strategic direction
- Gives employees the tools and direction they need to excel
Why don't traditional performance appraisals work?
Traditional performance evaluations don't work because:
- They are conducted once a year, if at all.
- Many are superficial, following a prescribed format that is used to review all employees.
- Managers avoid completing them.
- They often result in "surprises", controversy, and hard feelings.
- Most look backward, assessing past achievements or failures, and rarely lay out what employees need to accomplish going forward to be superior performers.
- Management typically doesn't revisit goals until the next annual review.
- Many managers don't know how to (or don't take the time to) communicate effectively, and frequently find it difficult to talk with employees about sensitive and important issues.
Implement the Performance Generator™, an alternative to performance evaluations that gets managers and direct reports on the same page all year long.