Yields™ FAQs

Can Yields assist the front line manager?

Absolutely! The typical front line manager or supervisor confronts daunting expectations coming from at least two opposing directions, if not more. Every workday they are firmly wedged between their organization’s demanding agenda, expectations and initiatives and each worker’s needs, expectations and requirements. Front line managers need to be developed and equipped to “broker performance” in two very different directions simultaneously. Unfortunately there are few that are ideally trained and equipped. Occasional training is seldom adequate for achieving optimal results each and every day and addressing circumstances that arise in a more reliable manner. Yields offers the constant education, reinforcement, support and tools to propel any front line manager to be able to unleash the full potential of each worker.

The epicenter of attention must be in serving, shaping and assisting the manager’s thinking. Yields can lead to more complete and accurate points of views and higher-functioning, critical and creative thought within the minds of managers. The inevitable outcome is better insights, problem solving, conclusions, decisions, compromises and day-to-day actions, including communications. Managers will have a greater understanding of the causes of worker problems, possess more diagnostic prowess and be able to find more constructive and longer lasting remedies. Yields guides frontline supervision in “effective talent stewardship,” thus generating greater worker connection, responsiveness, engagement, performance and affinity, as well as preventing work group risks and liabilities. Yields should also lead to keen perspectives as to what qualities should be sought during the hiring process, thus enabling better recruiting and greater predictability of durable performance and long lasting relations with every hire. Yields may be quite simply the greatest competitive advantage an organization can put in place within its management and recruitment. If reasonably utilized, the organization’s ROI for each user having Yields in their arsenal of tools should be of substantial proportions.

How can Yields help me solve a chronic retention problem?

Yields assists in the investigation and discovery of root cause(s) of voluntary exits of valued talent. Then it provides a dependable framework for designing and executing the correct solution in a practical, sustainable manner. When creative thought is absent from problem-solving, Yields offers resources that spur creativity. All the while, you have an incredibly flexible and adaptive WRYM platform for documentation and knowledge management that can be applied to validation, metrics and continuing refinements.

Do I understand correctly that Yields will lead to greater worker performance and if so, how?

That is correct. In the practice of WRYM an organization is encouraged to seek and derive the “yields” it desires from every work role (as well as those “yields” it wishes to avoid) through the application of optimal principles, diagnostics and design followed by effective deployment and continuous improvement. Into these well-designed roles should be placed accurately specified workers. Obviously, workers must be qualified with the right competencies to perform. Nevertheless, gaining and sustaining peak worker performances entails far more than only competence (as historically defined) , an ideal body of experience or well-fitting educational criteria. Yields leads you to discovering the often well-hidden secrets of designing and realizing optimal performance in work role functions to dependably realize and sustain the work role yields you seek.

Yields also provides the means to uncover and discover the “personal operating manuals” of the talent you already have in place so as to unleash the fullness of their performance potential (as it is possible to do so). Beyond this over-simplified answer, the “complete how?” of doing this is one of the purposes, benefits and values of Yields. Yields may be quite simply the greatest competitive advantage an organization can install within its management and recruitment communities. If reasonably utilized, the organization’s ROI for each user having Yields in their arsenal of tools should be of substantial proportions.

My problem is arrogant employees in certain departments. Can Yields provide any insights or help with this?

Perhaps… what is commonly labeled as arrogance can have roots and causes in a wide variety of dimensions. In fact, in many circumstances, the organization may be responsible for creating these attitudes (without its knowledge or intentions). You can expect Yields to help you uncover these causes and it is likely Yields will also help you find a path to remedy. However, Yields is not magic so in some cases with some employees, remedies may not be found.

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.

Clarify for me please, does Yields “provide the answers,” or “help me find them?”

Yields provides you with the complete and universal organizing principles that more fully explain today’s worker/candidate relations and the work roles in which these relations reside. In a few cases, these principles alone may actually be “the answers” you seek. However, in most cases, with these principles in hand, coupled with the processes and tools that are a part of Yields, you are more able to find the answers you seek for your situations and objectives. Keep in mind, Yields extends to you the methods and means to accurately diagnose, design and improve a work role (which includes all aspects from recruitment to performance to transitions).

Your website mentions work role diagnostics. What is that?

This is a thorough investigative process (within the practice of WRYM) of understanding and documenting all aspects of any work role for better understanding, which is then followed by an actionable work role design and work role knowledge management based upon these diagnostics. The investigation includes a complete inquiry into both personal, worker dimensions as well as many organizational dimensions of work roles which are not usually articulated and considered. Work role diagnostics can uncover many underlying causes of work role problems as well as reveal areas for vast improvements.

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.