Instructions: Use the form below to assess the contribution of an individual to the overall effectiveness of the organization.
To get the most usable information from using this tool, it is best to benchmark your individual employees against your best performers, rather than trying to generate an arbitrary score---in other words, compare the scores of your best performers to the scores of your other workers.
If you feel that no one in an area is strong enough to use as a model, then create your image of an ideal worker in the area in question, and use that as your benchmark for comparison.
This tool contains six sections, each addressing a specific issue. Review each section and modify the questions to fit your particular enterprise, using the blank lines after each subsection to insert your modifications.
For each individual you are assessing, complete this form by checking all applicable boxes that apply in all six sections; if your answer is “yes” for that individual, check the box in the “yes” line, then make checks for all additional “yes” answers that apply to that person.
After completing the whole form, go back and total your responses in the lines provided within each section. At the end of the form, total your responses for all sections, combined.
Your final tally for each individual will result in a total “yes” score, and a total “no” score, which represents a profile of your assessment of the contribution of an individual to the overall effectiveness of the organization.
Using the profile: Comparing the profiles of your best performers, or your mental image of the type of person you’d like to have working for you, to the other individuals in your company, will assist you in making decisions about coaching, training or replacement needs.
You may go into this exercise with strong gut feelings about various individuals, which may or may not be borne out by the resulting profiles. As with all of the tools provided in this learning system, this one simply gives you a structured, organized and consistent way of assessing your current situation and comparing it to your desired goals, in this case, regarding the talent you have on board currently.
We can not provide you with recommendations for how to value the profiles you create for your people in a specific sense---in other words, we can’t say you should hire, fire or train individuals based on some arbitrary overall scores.
However, we can recommend that you pay attention to the patterns that emerge from the profiles you create. Are you finding that most of your employees fall into the “yes” side of the profile, which would mean that on the whole, your people tend to support your business plan in consistently effective ways?
If that’s the case, then you already are doing a good job of communicating your business plan, brand promise and game plan as well as ensuring that your people have the support they need to implement your plans effectively.
On the other hand, if more of your people than not are falling into the “no” side of the profile, you have a lot of thinking to do about why, what you want to do about it, and how you want things to look in the future.