The goal of Total Performance Management (TPM) is to help employees explore career alternatives while improving performance, assisting Interclean in retaining and developing its most valuable asset, its sales employees. In today’s demanding sales market, Interclean realizes that it is equally as important to recruit, retain, lead and coach their employees, as it is to ensure that they are being fairly compensated. Currently, the top performers in any organization are just as concerned with career paths and career development, as they are with salary. In many cases, employees are placing more emphasis on strategically planning their careers then they are on short-term salary requirements. Human Resource managers recognize the significance of employee engagement to overall organizational performance. Dramatic shifts are currently underway in the labor market and the change is defining employee engagement within the workplace as more important. Baby Boomers, who currently comprise 12% of the labor force, are beginning to retire, and the number of new entrants into the workforce is increasing. New employees bring a different set of values and attributes with them and management has to change the way effective performance management is completed. The traditional method for improving employee engagement and productivity on the job is outdated and no longer effective. Instead of annual, one-sided conversations assessing an employee’s performance, Interclean will adopt a creative and more effective strategy for employee development and retention, called Total Performance Management.
TPM changes the focus from evaluating typical job performance to something more important to employees; understanding and aligning employee strengths to achieve employee goals and the company objectives. TPM recognizes that employees expect more from employment than just a job, rather they expect to build skills through experiences so they can further explore their careers. It’s...