To: Bradley Stonefield, Landslide Limousines
From: Atwood and Allen Consulting
Date: August 7, 2014
Subject: Performance Management Plan
In my previous memorandum I notified you of some laws that you should be aware of as you start your business in the Austin, TX area. You have also spoken with Traci Goldeman and have expressed to her your desire to have a first-year revenue of $50,000 while expecting a 5% increase in net revenue over the next couple of years. Additionally, you stated that you foresee an estimated 10% turnover rate during the same time frame. Traci and I have discussed this and think these are very healthy expectations for your business.
In order to meet those goals, you will have to recruit, hire, train, and manage a group of people as diverse as the area that you live. However, it’s impossible to hire the right people when you’re not sure exactly what you’re looking for in an employee, or what your business’ guiding principles are. This is where a performance management plan comes into play. You have already set some goals, and that is the hallmark of establishing a performance framework (Douglas, Mark, Allister, 2003). This allows us to align the performance management framework to your organizational goals. Keep in mind that as your company grows, and as you grow as a business owner, your organizational goals may change; becoming more aggressive (Douglas, Mark, Allister, 2003). This initial performance management plan should be modified when you see the need for change.
1. Organization Performance Philosophy
I took the liberty in devising your organizations performance philosophy. Consider your organizational performance philosophy guiding principles that you and your employees follow to ensure that your clients are served in a professional manner.
Here at Landslide Limousines we will treat each other and the customer with the utmost respect. This is the benchmark for every successful...