We were just looking at Performance Benchmarks and importance of having a clear purpose for the role. Now, let’s look at the other key parts — Results and Special Skills or Competencies.
The Results section is the most important part of a Performance Benchmark. It says what you want the employee to Get Done. Not what you want them to do or be responsible for. What Measurable Results do you want them to produce!
Usually, you’ll have four or five specific results. Maybe a couple more, but any more than seven is too many. Make each result clearly measurable, and have a specific time frame. Here are some example results for a Sales Executive:
- Close $400K in sales revenue within assigned territory in fiscal year 2007.
- Identify and close 6 new customers within assigned territory in fiscal year 2007.
- Respond to all inbound leads within 24 hours.
Of course you have to also have the ability to accurately track each result. The point is that anyone — Employee, Manager, Mail Clerk — Should be able to easily know whether the result was accomplished or not.
Special Skills & Competencies
This is the area for any special requirements. If your new employee needs to have experience in Outsourcing to Far East Manufacturers or Oracle Database Administration, this is where that information goes. If your company uses some standard competencies like Good Communicator, Persuasive, Team Player, put them here if they are important to the job. If it’s not important leave it out!
Do you know the two competencies most associated with top talent?
- Resourcefulness - The ability to find a way to get something done.
- Self Awareness - Accurate understanding of their strengths and weaknesses. They will also know how to leverage their strengths and compensate for their weaknesses.
The Performance Benchmark is the cornerstone for any company that is serious about great performance. Use it to evaluate both existing employees and potential candidates.
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