Page 164 - Managing the Mobile Workforce

the mobile performance management process � 143

for you. The most important thing you can do as a performance manager is to
visualize where you want your organization to be and what goals you want
to achieve. Then, as with any strategic planning, execution in large part
comes from your employees. To achieve those organizational goals, you’ll
have to consider the kind of employees you are going to need. What
knowledge, skills, and attributes will be required by your workforce?

what’s the Job that needs to Be done?
Now let’s talk about specific jobs. Before you hire anyone, ask yourself
what you want that person to achieve. Before we even get into people,
let’s look at the desired results. Let’s look at the very ending. It’s a very
good place to start.
As a manager, your organization has certain results it’s been asked
to achieve. When you imagine those desired results for a particular job,
think in terms of behavior and measurability. At the end of the day
what does the person in this job need to produce? Is it sales? And if
so, how many sales, bringing in how much revenue? Is it analytical re-
ports? And if so, what quality indicators tell you it’s the kind of report
you want? Is it increased press coverage? In which case, what kind of
stories do you want to see, in which media, and written by whom? Even
better, what kind of behavioral responses—votes, trips to the zoo, In-
ternet searches—do you want those stories to produce? Go through any
desired results in your organization and ask yourself those questions.
What will it look like when it’s been successfully accomplished?

what Are the goals for this position?
Once you know the results you want, they can be translated into writ-
ten, measurable, observable, deadline-driven goals. These goals can be
daily, weekly, monthly, annually, or much longer term. Some people
might call these “objectives,” others “goals,” but it really doesn’t matter
as long as your organization uses the same language. Organizational
goals may change slowly, but the goals for a particular job may change
with more regularity.