When dealing with performance management through the Ready, Willing and Able method, the idea is for results to occur through employee change. This means, fundamentally, developing awareness, compliance, and attaining knowledge. Employee performance management can be a troublesome component of business for many corporations. This can be most valid when business change management is the order of the day. Using vendor relations as a model, though, can maintain more effective employee change.

Expectations have to clearly established before an employee can be considered Ready. This means that the new task is fully explained to them. A degree of inclination must be achieved. The employees understanding and, preferably accepting, the reason for a change makes the process go easier. Moreover, they need to be available. Employees who are preparing for other things, training or personal events, generally are not available at a mental level.

For an employee to be Willing, agreement is necessary. Another way to think of it is this, the employee must consider the new incentives fair. Meeting the needs of employees is part and parcel to this. The workers are given full knowledge of the incentives available for the change. The agreement of the employees is what makes this work. The workers have to see the benefits offered for the new job requirements as fair.

The competencies to fulfill the new requirements of the job are a precursor to an employee being Able. This simply means that they receive necessary training. It can also mean that they have received a class to impart the necessary knowledge, perhaps for a new piece of equipment they will use. This is nothing more or less than not asking employees to perform jobs for which they lack the competencies.

That may all seem simple enough. Even so, there is a gulf between simple idea of Able and the brass tacks of the training. Performance management for employees is rarely a smooth ride, even when things are in good shape. If a company is involved with organization-wide business change management, employee performance management can become a nightmare. Using vendor relations as a model for employee performance management can be beneficial. There is a real parallel between performance management and vendor relations.

The major components involved with doing business with vendors are mirrored in the employee/employer relationship. Statements of work match up closely to job descriptions. Vendors bring qualifications to the table. In most cases, employees must demonstrate the knowledge to perform a job. Both vendors and employees are subject to performance evaluations. Vendors receive payments and employees get compensation and incentives. General terms govern the work of vendors. Employees have to do their jobs according to the policies of the company. A solution to many of the issues that burden performance management of workers would be to address those relationships as though workers were vendors for labor.

The purpose of the Ready, Willing and Able system is to create a better transition from one set of tasks to a new set of tasks. It does this by achieving understanding of new tasks. It seeks to achieve employee agreement for the changes that are occurring. It completes the process by imparting the skills to do the task. Dealing with employee performance management as though it were a vendor relationships can be a useful strategy. The overall success of the process is often improved this way.

For more information, please see our website: Business Change Management