Who are your best performers that drive the Metric's of your business that generates the highest GOP? Those are your Pro-Bowl Team members and each of them need to come together and work as a unit to win, but how do you manage their performance? Just like you would manage driving a car. You need to know where you are at the start, where you want to be at the end, and a roadmap to help optimize the distance from point A to point B and receive some redirection in case you are off the path.
Managing associate performance can be in the form of written documentation for reporting the results, personal follow-up/open dialogue with that associate, constructive feedback, timely reviews, accurate assessments, direct and specific directional action tasks that have been accomplished, and what needs to be accomplished for future goal platforms.
Along with these items, you need assessment tools that determine upward mobility capabilities and strategic skills currently in place or underdeveloped ones needing attention, placement within current and ongoing organizational charts, open dialogue with direct supervisors, customer satisfaction scores (if applicable), and financial performance metrics (if applicable). By combining the information and resources above, you know where the associate is and where they want to end up, so you are giving the associate a "roadmap" on how to get there, and they can now "drive" their own career achievement by daily, hands-on deliverance within the business unit's success structure.
Only when a business unit focuses on managing associate performance through each associate as an individual part of the whole and manages career path/performance to those individualities; can the sum of all associates' efforts be combined into one goal for the achievement of the entire organization.
Remember, We win as one!