So many aspects of business are uncontrollable – the stock market, consumer demand, new competition – so what can businesses do to minimize their risks? One way to gain control is to build a work team that you can count on who perform. CMI’s ABC Process is designed to give your company both a people and a performance edge. Let me preface this by saying that I do not endorse management’s system of ranking employees. What I do endorse is only having outstanding employees.
Here are some suggestions for managers from CMI’s ABC process:
- Educate your managers: Help them understand the definitions of A, B, and C players by reading some of the following:
- The ABC’s chapter from “Front Line Heroes: Battling the Business Tsunami While Developing Performance Oriented Cultures” by Bruce Hodes
- “A New Game Plan for C Players” by Beth Axelrod, Helen Handfield-Jones, and Ed Michaels
- Jointly gauge employee performance: Specifically, managers should jointly assess employee performance. Only those who interact directly with the employee should state their opinions. This allows the employee’s manager to get candid feedback. Avoid the grey – no plus and no minuses – managers must make a choice.
- Take action:
- Ditch the D & F’s: D & F employees will drag your company down. If you have more than a few D and F employees, sell the firm and do something to save yourself.
- Decide what to do with your C players: give them a new role, develop them in their current role, or let them go.
- Distinguish between A vs. B: The difference between A and B players is their ability to be promoted. B players are great and loyal employees. They are valuable and skilled at what they do. A employees have the drive and the focus to take all the great aspect that B employees have and bring them to the next level.
- Follow up: check on the status of the manager’s decision and actions.
Good luck! Let us know how the process went for you.