PEP has been used by thousand high performing organizations worldwide to address the areas of:
PEOPLE Development and Retention
· Foundation tool to give managers and their team more time to achieve the strategic initiatives
· Tools provided to help their people achieve in their roles
· Help managers to become more effective in coaching and developing their team
· Work with Managers to ensure that their teams are more focused on the strategic objectives
· Assists with creating role clarity for people – so they know what they should be doing Assist company to implement and manage teams and people’s accountabilities
· Help people achieve their performance measure
· Improve Morale
· Reduce stress
· Greater worklife balance
PERFORMANCE Management Systems
- PEP assists Performance Management Systems (PMS) to give managers the tools to provide tangible evidence of performance
- This allows both the employee and the manager to ensure the work achieved is proactive
- To identify ways to minimize the reactive time within roles and the team
- Is the foundation tool to introducing a PMS – managers requiring the time available to be educated and committed to using PMS
- Managers can use the PEP tools to manage non-performers
- Improve team communications and deliverables
REDUCING Costs
- Savings of PEP at an average of 20% identified 4 people doing the work of 5
- PEP is the foundation tool to commence the cost reduction project
- Can reduce costs with paper storage and usage
- Can reduce cost of hardware, eg. Filing cabinets
- Can reduce cost of network usage, storage and backup of electronic information
- Can reduce costs of Archiving records offsite
IMPLEMENTING a Management/Development Leadership Program
- A foundation tool to assist managers to find the time to implement the program and make their own behavioural change
- By implementing PEP prior to the MD program, the company is seen as investing in its managers and recognizing that they are going to be asking more of them
- Provides a tool for accountability to change by managers
- Great kudos for the HR department who is implementing the program – as it does create behaviour change
IMPLEMENTING a Culture Change Program Company Wide
· A foundation tool to assist employees to be more efficient, find the time to implement and practice the required change.
· By implementing PEP prior to the Culture Change initiative/program, the company is seen as investing in its managers and recognizing that they are going to be asking more of them
· Ensures focus on the agreed behaviours required of the change.
DEVELOPING Individual Development Plans (IDP)
- Ensuring that staff is focused even more on the Strategic and proactive work – the right things.
- PEP can be used as the opportunity to communicate the IDPs and develop plans for the individuals on how they are going to achieve this
- Provides managers with the time and tools to implement the IDPs and manage the people on a regular basis
- Managers can use the PEP tools to manage non performers
- Improve team communications and deliverable
- Helps people clarify what they should be doing in their different roles – working on the right things
- Everyone is using the same systems and understand the accountabilities and plans
TEAM Building
- Develop agreements as a team on effective team behaviour
- Ensure the team has time to implement these agreements
- Assist in developing accountability of these agreed behaviours
- Understand the team’s different work preferences and what strategies can be used to help improve communication and our own styles around the different styles
- Develop agreed plans to ensure the agreements are implemented
- Team efficiency is positively impacted
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