Yields™ FAQs

Is this a performance management system?

Yes and no… if you mean does it assist organizational management in the achievement of optimal worker performance in each work role, then the answer is a very strong and resounding “yes!”

If you are comparing Yields to most existing approaches and products of “performance management” that are prevalent in the HR marketplace, you may find Yields to be not only radically different, but refreshingly so as to both its immediate and strategic value. If you have already made investments in “performance management systems” you may find that Yields can be a powerful complement and attractive augmentation for gaining the full benefits from what you already have in place. The same holds true for any periodic and 360 reviews, forced talent ranking and stratification, HRIS software implementations, etc., that you may be using.

Keep in mind that Yields™ is far more than the traditional and more limited “performance management.” Yields is designed to help you and your organization practice Work Role Yields Management™, of which a “worker’s functional performance” or “process/procedural performance” are subsets... important subsets no doubt, but performance must reside within a larger scope, fuller understanding and thoughtful design, to be best realized.

Can Yields help me in my workforce diversity initiatives?

Yes, Yields can help with many different facets of your workforce diversity initiatives, including more accurate and effective ways to reach, appeal to, and engage diverse candidates as well as stewardship guidance for sustaining durable relations post hire.

Will Yields impact our performance reviews?

Yes, we encourage that you allow for the powerful influence of Yields and WRYM, for with its use and application, you and your workers should have reasons to be far more informed and communicative. Furthermore, since work role performance is, in part, both parties’ responsibility, Yields can enable more comprehensive and accurate performance communications. Another benefit you’ll experience is that you and your workers can share a “common language” that disarms sensitivities and allows for a more meaningful dialog regarding the dimensions of work roles and work role performance. You may even be surprised what you discover you need as to functional performance from the worker in order to gain the work role “yields” you seek.

Can a small 8-person company use this product with our small team of workers?

A company or institution’s size is not relevant to the usage or gaining the full value of Yields. It is intended for all organizations of any type, size or industry and all worker professions.

What about job/work metrics and analysis?

Metrics are a critical component of WRYM, thus are central within Yields’ functionality. A thoughtful and effective approach for considering applicable metrics and analytics are included within Yields, including design tools for these.

What if your managers are just too busy to use or even try out the product?

That’s a very common question and initial perspective. There are many possible considerations. Here are three questions which may be applicable… you be the judge:

A. How much of your managers’ time is being consumed with addressing performance and/or relations matters and other “management headaches?” The applied practice of WRYM via Yields may cause managers to have less of the prevailing issues that are demanding or distracting their attention.
B. Are you sure your managers’ priorities are in the right place; and related, is it possible their own roles need to be diagnosed, better designed and more effectively deployed?
C. Can you and your organization afford the risks and losses that may result from your managers not each being focused foremost on the yields you seek and need from every work role?

You state that Yields offers universal principles related to work roles. We consider our circumstances, jobs, and employees (as well as our needs, internal jargon and taxonomy) to be quite unique. How is this addressed?

Certainly your specific circumstances are unique. However, we have found wherever and however work roles exist (and as organizations and workers interact and affiliate against a backdrop of societal freedom), they have an important spectrum of underlying dimensions with basic principles and models shared in common. This is much like engineering projects being varied and unique, yet basic physics is common to all of them. Another example: medical issues may be unique to a patient, but the growing knowledge of underlying organic chemistry, anatomy, genomes and so forth are common to all of patients and the practice of medicine. Yields strives to be value neutral and may be applied into your environment, whatever it may be, in a manner that is tailored and adapted to your situations.

Are “enterprise versions” of Yields available?

Yes, enterprise fee structures are available as well as a wide variety of technologies and systems with numerous integration and deployment approaches to meet the wide range of enterprise circumstances and strategies. Contact us for details.

Risk mitigation in our workforce is our big topic at the moment. How does Yields serve this need?

One of three central priorities of Yields and WRYM is addressing “risks” in each work role (the other two being “outcomes” and “resources”). Risks must be carefully assessed and addressed in each work role. Yields offers a wide range of assistance with each. Few things help reduce a work role’s risk more than disciplined knowledge management and continuous improvement, both of which are integral in the professional practice of WRYM with the Yields tool set.

I am currently tasked with writing job descriptions for our divisions. Would Yields provide guidance for this task?

Yes, including instruction, tools, documentation and communications (though it may offer deeper, wider, more expansive and creative considerations than you presently are applying).