As human beings, some of us will immediately see the negative aspect of it.
I was happy last night when I heard the Minister of State Owned
Enterprises actually also reinforcing that I have always believed that
the performance contract is aimed at systematically monitoring potential
challenging areas with the aim at addressing them.
The exercise is not aimed at punishing a person, but to immediately spot areas that need focus and redress. May be some might have managed this matter differently, but if we all from the word go deal with it in the same way - we can achieve so much. And remember, the performance contracts are not only useful at the work place alone but also at home - it is a good way of attending to priority areas in a structured manner.
Now, as of today, especially for my young cyber friends - let's embrace the performance contracts - because they list the key performance areas or target you need to focus on during a particular period. And during your day to day operations, your focus must be on those key points, and those those that are not working well, you discuss those with your colleagues and immediate supervisor, again, with the aim to take corrective measures, not to punish the person.
You have to however take action of those areas that seems challenging - do not wait to long as the aim is to tackle those over a particular period. If we approach this matter with a positive mind and enthusiasm, we shall surely reap the goods.
Therefore, if someone tells you that performance contracts are aimed a tripping you, then that person might not have understood the positive part of this matter and might only focus on the negative part.
Yes, and as my colleague Kazembire Zemburuka (now studying abroad) reminded me just now, there is great reward in performance success. The fact that you focus on priority areas - implementing the said action over a particular period.. if you succeed, you actually get rewarded in so many ways. For me personally, the most critical reward is the professional and emotional reward ---as that gives everlasting satisfaction -- you will always know and remember that this and that happened because of your contribution - and team work - or that you were part of that positive impact or change --or you were part of the team that pioneered as a specific revolution.
Yes, there is also another reward, the physical aspect. That is great too - but to me personally, it was always secondary --- although that forms part of the overall package of reward - such as getting a bonus - or given a performance certificate, offered a trip to a dream place or land etc....the key one is your contribution to making your work place the best work to work for -- your contribution to positive change...
Now, just try it and you will better understand what I mean.
The exercise is not aimed at punishing a person, but to immediately spot areas that need focus and redress. May be some might have managed this matter differently, but if we all from the word go deal with it in the same way - we can achieve so much. And remember, the performance contracts are not only useful at the work place alone but also at home - it is a good way of attending to priority areas in a structured manner.
Now, as of today, especially for my young cyber friends - let's embrace the performance contracts - because they list the key performance areas or target you need to focus on during a particular period. And during your day to day operations, your focus must be on those key points, and those those that are not working well, you discuss those with your colleagues and immediate supervisor, again, with the aim to take corrective measures, not to punish the person.
You have to however take action of those areas that seems challenging - do not wait to long as the aim is to tackle those over a particular period. If we approach this matter with a positive mind and enthusiasm, we shall surely reap the goods.
Therefore, if someone tells you that performance contracts are aimed a tripping you, then that person might not have understood the positive part of this matter and might only focus on the negative part.
Yes, and as my colleague Kazembire Zemburuka (now studying abroad) reminded me just now, there is great reward in performance success. The fact that you focus on priority areas - implementing the said action over a particular period.. if you succeed, you actually get rewarded in so many ways. For me personally, the most critical reward is the professional and emotional reward ---as that gives everlasting satisfaction -- you will always know and remember that this and that happened because of your contribution - and team work - or that you were part of that positive impact or change --or you were part of the team that pioneered as a specific revolution.
Yes, there is also another reward, the physical aspect. That is great too - but to me personally, it was always secondary --- although that forms part of the overall package of reward - such as getting a bonus - or given a performance certificate, offered a trip to a dream place or land etc....the key one is your contribution to making your work place the best work to work for -- your contribution to positive change...
Now, just try it and you will better understand what I mean.
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