{"id":1749,"date":"2008-03-28T09:10:15","date_gmt":"2008-03-28T08:10:15","guid":{"rendered":"http:\/\/progmanager.wordpress.com\/?p=322"},"modified":"2008-03-28T09:10:15","modified_gmt":"2008-03-28T08:10:15","slug":"more-returns-on-investment-from-121s","status":"publish","type":"post","link":"http:\/\/realisedevelopment.net\/index.php\/2008\/03\/28\/more-returns-on-investment-from-121s\/","title":{"rendered":"More Returns on Investment from 121s"},"content":{"rendered":"

Tom Peters encourages managers to obsess <\/b><\/u>on R.O.I.R – the Return on Investment in Relationships.<\/p>\n

ROIR through 121s comes in many forms:<\/p>\n

    \n
  1. increased staff retention<\/li>\n
  2. improved productivity<\/li>\n
  3. recognition and acknowledgement of progress<\/li>\n
  4. appreciation of those who are performing well<\/li>\n
  5. identification of under performance and early resolution<\/li>\n
  6. promotion of behaviours that reinforce strategic goals and values<\/li>\n
  7. increased tempo of coaching to develop potential and performance<\/li>\n
  8. deeper professional relationships<\/li>\n
  9. increased trust<\/li>\n
  10. increased influence<\/li>\n
  11. increased responsiveness<\/li>\n
  12. better support of team members in their work<\/li>\n
  13. conduit for ideas from the front line to be heard and acted upon<\/li>\n
  14. management support for every member of the team – every week<\/li>\n
  15. improved communication and focus on what matters<\/li>\n
  16. progress made and recognised on a weekly basis<\/li>\n
  17. increased sense of urgency in the team<\/li>\n
  18. encourage individuals to think through their contribution to team or organisational objectives<\/li>\n
  19. increased initiative and enterprise<\/li>\n
  20. planning remains flexible and dynamic<\/li>\n
  21. documentation makes performance reviews simpler and less contentious<\/li>\n
  22. barriers to high performance are removed<\/li>\n
  23. factors contributing to poor performance are identified and resolved<\/li>\n
  24. formal opportunities for delegation<\/li>\n
  25. feedback – both given and received<\/li>\n
  26. increased employee engagement<\/li>\n
  27. improved knowledge management and knowledge sharing<\/li>\n
  28. better talent management and development<\/li>\n
  29. increased creativity<\/li>\n
  30. more responsibility taken voluntarily by more people<\/li>\n
  31. reduced absenteeism<\/li>\n
  32. more diversity as 121s recognise that ‘one size fits one’<\/li>\n<\/ol>\n