Have you ever hired a candidate who you think would be a good fit for your company just so they can fight and quit after a year? It`s a frustrating experience for any business owner, especially when you list what you`ve invested in them. They wonder how you could have been wrong about hiring when they ticked all the boxes on your list of „qualities of an ideal candidate“. Performance agreements have an important place in any business and can create a more cohesive, productive and qualified team. If you choose to do so, your systems for finding new talent and promoting your existing employees will be strengthened. It`s about using performance agreements to correct people`s behavior. Essentially, we balance the benefits of using performance agreements to align people with desired goals, with the significant management effort required to create and manage them, and suggest that they be used only in the most important situations. A performance agreement is a method of setting expectations and accountability for meeting an established standard of excellence in execution – and the consequences if they are not met. Two or more parties agree on the actions that the performer will perform and agree on the expected results of the performance of those actions. Often there are consequences if the actor does not deliver as agreed. Performance agreements should be negotiated before either party signs.
The manager or business owner should encourage the stakeholder`s feedback to eliminate discrepancies later. To make it easier for the actress to meet the criteria, try to align these goals and actions with her career plan. The manager should also list his or her own responsibilities to the interpreter. Set a follow-up date to resolve the issue again with the performer and check the progress. Milestones form the basis of accountability. If people know you`re going to catch up, they`re much more likely to work quickly on the goal. If they think you`re just going to forget about it, they probably will too. .