For evaluating candidates or employee performance, it all starts with a good Performance Benchmark. The Performance Benchmark sets the standard for the job in terms of specific results!

If you want one tip to improve your company, this is it! I’m always amazed how rarely managers create and use Performance Benchmarks. But, Why? I think there are a number of common reasons:

• It’s work to think clearly. Muddled, imprecise thinking is easy. Clear, sharp thinking takes a little work. Not a lot, but enough that we don’t do it sometimes.
• Managers have to take responsibility for doing their job. What if all the employees meet their benchmarks, but the group doesn’t? That means the manager didn’t see to it that everything was assigned and communicated. It’s easier to leave things vauge, so you can always blame someone for the lack of results.
• People sometimes resist being measured — At least at first. Employees quickly start to appreciate clear expectations. And they get a sense of accomplishment from surpassing the benchmark.
• What do you think? Please leave a comment if you know other reasons.

OK, hopefully you’re thinking “I’m convinced I should use Performance Benchmarks”! But, how do you create a Performance Benchmark? Well, that’s tomorrow’s topic…  Stay Tuned!