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Making a Performance Work Statement

Performance Work StatementPeople will not work for you if you do not have a PWS (Performance Work Statement). Employers listen closely.

This does not mean that they won’t have the desire to do the work. They’ll sign the contract to do the work.

They’ll prepare themselves mentally and physically for the job. They’ll even tell all their friends about their new job, but if you do forget to tell them exactly what you expect from them, they will not work for you.

Work in this case refers more to the idea that your relationship with your employee will be flawed than it does to the labor that is expected. Although that may not happen either without a PWS.

People need instruction, official instruction that’s easy to remember OR easy to refer to. You can tell a man the seventy-two finer steps of your plan to buy out your leading competitor’s company, but if you don’t write them down, he can never measure up to your expectations.

The jobs just won’t get done. Although the above does not full capture the use of a Performance Work Statement does, it gives you an idea of the purpose of the document.

It is a written list of all the expectations and details needed to carry out the job. It covers the necessary background information, purpose of the position, detailed instructions on the duties expected, and expectations of personal conduct and performance.

Vision: Your employees need to capture the vision. Help them see what you see and believe what you believe.Bring them up to your perspective. Don’t fear sharing it.

If they can’t see what you see, they will never be able to reach their full potential. They won’t foresee problems or innovate processes and products.

Sharing the vision unlocks the flood of talent and diligence that they hide within themselves. And even if they catch the vision and reject it, you don’t need to worry if they decide to leave.

They wouldn’t perform if they weren’t happy and your business is better off without them. Standards: Standards are another big expectation that you’ll have for those that you employ.

Even if you don’t think you have them, you’ll know you’re wrong when they cross the line. And when they do, you’ll have nothing to say.

After all, they didn’t know they were stepping on toes. Figure out the bare minimum behavior you expect from each of your employees and write them down in the Performance Work Statement for easy reference.

Incentives: Every job has an incentive that will push your employees, you just need to find out what it is. For some lower paying jobs, incentives of money can often push your employees to perform to get a project done quickly.

Higher paying jobs tend to need a more creative approach, as money isn’t usually all they’re worried about. They will more likely forego the extra money if it means they can spend more quality time with the family.

Try incentivizing them with things that are family oriented, like extra paid vacation time off, or a cruise, etc. Figure out what you want to do, write it down, and then stick to it.

That way they’ll know they can trust you to keep your word, and you can trust them to keep theirs. A PMS is a sure way to help your employees work for you.

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