Sacher Associates in Melbourne, Victoria, Australia | Business service

Sacher Associates

Locality: Melbourne, Victoria, Australia

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• Business service
• Business consultant

25.01.2022 How we began and how we collaborate with you to achieve sustainable and measurable performance improvements through your people. We can facilitate a work environment or culture that enables continuous improvement and sustained excellence.

15.01.2022 A clear system for measuring the creation, dimensions and value of results produced is an essential prerequisite for a performance management system that is the engine that drives productivity improvement. This will also motivate everybody, especially the workers at the level where the value is created. Outputs define the permanent areas in which the organization expects results, and measures make output achievement, measurable. A common pitfall is to utilize measures and ind...icators to hold people accountable for results or outputs. Measures are a shaky foundation for accountability, or an accountability matrix because typically no one person is responsible for a particular performance measure. Outputs that are under the control of the individual leader should be the basis for an accountability matrix. What do I do on Monday morning? was written to encourage individuals, teams, small to medium businesses, and large organizations, to focus more time, attention, and energy on team performance and people management. Each month from February to November, I cover the 10 essential components and systems of team performance. In February I covered A Unified Sense of Direction and in March, Strategy. During April I am covering Outputs and Measures. To get your free copy click: https://www.sacherassociates.com.au/subscribe

14.01.2022 Many businesses are lacking a mechanism or system to translate their abstract visions and plans into measurable outputs so that every person in the organization knows exactly what outputs they are expected to produce, and how those outputs are to be measured. You need to disseminate your goals amongst your workers, translating your strategic plan into their everyday activities. In other words, you need a process to implement the strategy. The objective is to implement a per...formance system that is hierarchically and mathematically connected to the organization’s vision and that will focus all levels of the organization on achieving its vision. You also need to measure the degree to which this occurs. That measurement is vital, for it tells you whether you have successfully transplanted your ideas from paper to the hearts and minds of the workers. The above extract is from my book, What do I do on Monday morning? Each month from February to November, I cover one of the 10 essential components and systems of team performance. In February I covered A Unified Sense of Direction and in March, Strategy. During April I am covering Outputs and Measures. To get your free copy click https://www.sacherassociates.com.au/subscribe

05.01.2022 Effective teams recognize the importance of feeding back performance information to all levels of the organization, particularly to the workforce level. Failure to do this can be one of the costliest errors in organizational management. While resources are invested to ensure the Managing Director has all the information, he needs to make decisions and perform in his role, little is invested in providing the sort of information workers need to perform their role yet these ar...e the people that are immediately adding value to the products or services delivered by the organization. This month we explain how to implement a performance feedback system that informs people how their performance compares with defined targets. We define performance feedback as official information from the organization that tells people how they are performing against targets. Performance feedback is the foundation of the performance-linked communication system which is discussed next month. Each month from February to November, I cover the 10 essential components and systems of team performance. In May, I discussed targets, and this month I am talking about performance feedback. Email me at [email protected]

01.01.2022 Targets must be measurable. A target is useless if it cannot be measured. Our performance management system consists of identifying customers/stakeholders, defining outputs, developing performance measures, and then setting targets, ensures this standard is met. Targets must be so clearly set that everyone agrees as to whether the performance criteria were or were not met. What do I do on Monday morning? was written to encourage individuals, teams, small to medium busines...ses, and large organizations, to focus more time, attention, and energy on team performance and people management. Each month from February to November, I cover the 10 essential components and systems of team performance. In February I covered A Unified Sense of Direction, in March, Strategy, and in April, Outputs and Measures. This month, May, I will be discussing targets. To get your free copy click https://www.sacherassociates.com.au/subscribe See more