Staff Appraisals
- Designing and implementing an appraisal process for a maturing business
- Refreshing the existing appraisal process, including links to Job Descriptions, Cultural Compatibility, and Goals & Objectives
- Establish a base line for existing employees
- This includes interviewing exceptional employees in every department and establishing a “master leasing professional” profile
- Review existing rewards and bonuses and suggest motivating rewards/bonuses to drive performance in desired areas this is tied to the appraisal process, to be refreshed periodically
- Decide who the ‘keepers’ are on your staff and assess the need for possible staff reduction or increase
Staff Development
- Ranking managers and staff into a matrix based upon how they fit into your “master lease professional” and their potential to achieve that status
- Reviewing changes in company and updating potential value of employees in terms of organization’s direction and changing goals and needs
- Designing individually tailored knowledge and skill development plans for each manger and employee to help achieve their full potential
- Utilize data gathered during the interview for future management, evaluation, motivation and remediation specific to each employee
Leadership Training
- Working with supervisors and department managers to develop their leadership skills
- Includes staff motivation, coaching and mentoring
- Managing difficult people
- Proper use of delegation and the use of dashboards as management tools
- Addresses how to close the gap between low and high performing staff
- How to retain top performers
- Communication and Time management
- Evaluate the current communications processes
- Provide a structure for effective communication between managers and leaders as well as management and staff
- Compensation Plan Analysis and Development
- Work with Management to determine the goal drivers of the company
- What is desired from sales? New client origination, increased yields, higher volume, client retention, or some combination thereof?
- What is most desired in Credit? In Collections? Operations?
- Conduct thorough analysis of existing compensation plans to establish if incentives match corporate goals
- Depending on conclusions drawn from analysis, recommendations on necessary adjustments so that the compensation plan better reflects corporate strategy
- Depending on conclusions drawn from analysis, create a new plan to accurately drive the type of business activity being sought
- Work with management to present the new plan to existing and future employees in a way that will be compelling, motivational, and sensitive to employee perception of changing plans.