"POSITIVE PERFORMANCE® Management makes individuals responsible for their performance and builds commitment to results without sacrificing strong relationships."
T. George Hess
Senior Vice President
CapRock Communications
"Our managers now have a positive framework to use when coaching their employees. This means they are spending more time actually working together to improve. As a result, we have experienced reduced turnover, better performance, and significant cost savings."
Lori Ulichnie
Vice President, Human Resources
Excell Agent Services
"This process is collaborative. Management has embraced it because it makes it easier to address issues in a timely manner. Employees are talking with supervisors about performance issues more than just on an annual basis."
Walter Graham
Manager of Ethics and Business Practices
Alabama Power Company
"High-performing organizations build on a strong cultureal foundation. Positive Performance Management helps us build a culture where commitment to results, open communication, and trust are a way of life."
Peggy DePaoli
Vice President, Customer Solutions
Sprint PCS
"POSITIVE PERFORMANCE Management provides our supervisors and managers with the tools they need to develop superior performance, confront performance that does not meet expectations, and handle performance problems in a way that encourages individual responsibility. Our supervisors and managers are more confident in their ability to interact with employees after Positive Performance training … The customized materials are great! I appreciate that the training materials are designed with examples that relate specifically to the real-life situations commonly faced by our managers and supervisors. The superior quality of the Leader's Guide materials allows us to ensure a greater level of consistency across our 60 locations."
Margene Caffey
Director, System Human Resources
Texas Department of Mental Health & Mental Retardation
"We will continue to use POSITIVE PERFORMANCE® Management to recognize, coach, and develop our employees. It is and will continue to be used as a key component when selling our organization's strengths when working with prospective clients."
Cherise Bennett
Director of Training and Employee Development
Excell Agent Services
"The most exciting result is the .8% monthly turnover rate (9.6% annualized) for the last 12 months (this does not include the forced staff reduction, which resulted in a 30% annualized turnover rate). An interesting point with regard to our forced reduction is that we hired back 65% of the original terminated group three and half months after termination. The reason they gave was they liked working for the company . . . We were able to get them back on the job very quickly, foregoing the 4 week initial training we would have incurred with new employees."
Terri Thomas
Assistant Vice President
MFS/WorldCom
"PPM's structure makes me comfortable that supervisors can handle business issues and people issues. The supervisors have already spent a lot of time with employees before issues come to me. Employees know that our management team believes what we say because we give them the opportunity to improve and stay."
Cheryl Swann
Manager of Customer Service
CapRock Communications
"Before, it would be possible to talk to an employee who had been terminated for an attendance problem and learn that he had not been disciplined previously. Some employees would receive no feedback on performance issues until an annual review. Supervisors have to do their jobs with employees. We are holding employees and supervisors more accountable than in years past."
Mickey Hardy
Special Projects Manager
Alabama Power Company
"Employees are not as threatened by discipline, with so much fear about losing their jobs." Employees can initiate dialogue with supervisors, knowing that they are willing to talk and to help work out problems, rather than acting as an adversary."
Walter Graham
Manager of Ethics and Business Practices
Alabama Power Company
"PPM helps organize your thoughts. It reinforces that the more positive feedback you give, the better people will perform. And it limits the time it takes to deal with problems."
Lynn Naiboo
Customer Service Supervisor
CapRock Communications
"PPM creates a family focus. Employees know managers are concerned about them and want them to succeed. It gives us the tools to confront performance. We can tell them, 'You already have a position here. Moving to another job won't necessarily make things better. You need to improve where you are."
Dennis Ross
Customer Service Supervisor
CapRock Communications
"The team and I absolutely believe in the PPM process. It keeps us focused on the performance and how creative we can be to improve that performance."
Chris Barry
Center Director, Rockledge, FL
Excell Agent Services
