Sherrie Suski's lesson on company culture continues, with this thorough presentation on performance management, core competencies, and establishing goals for the business. Sherrie Suski's lesson is great for startups.

1. Company Culture
Connecting to Performance Management

2. Your Purpose Statement
 There are many different versions of this, the mission
statement, the WHY, the Go-To statement or the Purpose
Statement.
 They all drive toward answering the same question - “Why
are we in business?”

3. Your Guiding Principles
 The main purpose is to start to establish what you stand
for and what you believe in.
 They should reflect HOW you are going to live your
Purpose Statement
 Some examples of Guiding Principles might be:
 Do what is right and not what is easy
 Be appreciative
 Have a positive impact with each encounter
 Be humble
 Focus on our customers

4. Core Competencies
 Review your Purpose Statement and Guiding Principles and begin to look for
competencies within your organization
 Competencies should be measurable and should be created by the different
levels in your workforce
 An example of a competency might be:
 Results oriented
 Innovative
 Accountable
 Analytical Thinking

5. Creating Levels of Competencies
 When you decide to measure performance on a core competency within your
organization, it is important to create levels for each of your competencies.
 A non-exempt admin should not be rated using the same level of the competency
as an executive.
 For Example on the Core Competency of Results Management:

6. Level 1
 Plans and organizes own work load, setting and/or clarifying priorities and
expectations.
 Monitors the quality and timeliness of one’s work, appropriately using the
resources at one’s disposal.
 Seeks necessary information to clearly understand if expected work results
have been achieved. Analyzes complex situations, breaking each into its
constituent parts.

7. Level 5
 Ensures that the organizational structure supports the strategic direction of
the organization.
 Secures and allocates resources to accomplish organizational objectives.
 Takes a leadership role in identifying the limits of acceptable risk, congruent
with achieving desired results.

8. Establishing Goals
 Create your goals starting with the Corporate goals or initiatives that the CEO
or President has for the organization
 Ensure each of the executives has goals that are aligned to the
CEO/President’s as well as additional goals for their respective functions
 The first year, it is a good idea to stop at the VP or Director level to ensure
that the organization has time to adopt this process.
 Think about how you will report on your goals. At quarterly management
meetings, in e-mails, in newsletters?

9. Driving the Business
 At the end of the year you should be able to look back and be proud of the
accomplishments you have achieved
 Your workforce will be better aligned to your corporate initiatives
 Your vision will be clear to your internal and external customers
 Your workforce will be engagaed
 Your bottom line will be enhanced!