Yields™ FAQs

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.

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.

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.

I have never heard of Work Role Yields Management™. What is this?

It is an applied professional practice for the comprehensive understanding, design and improvement of work and worker relationships so as to optimize the results and outcomes from each work role and to minimize related investments, resources and risks. In fact, you can consider it to be a “work role ROI optimizer.” This applied science inclusive of universally applicable and comprehensive organizing principles, heuristics, etc. (known as “Relationship Performance”) were developed by TalentSphere and its founders over the past two decades.

The reference and instructional manual included with Yields provide the fundamentals of WRYM. In our opinion such a professional foundation of knowledge and the accompanying tools, such as Yields, are vital to have distributed throughout a workplaces’ management, recruitment, leadership, HR and organization design so as to best respond to a modern workplace and its complex issues.

By the way, you will likely find that in any mission critical part of your business such as supply chain management or quality, there will be analogous knowledge, principles, and process improvements methods. WRYM allows for this critical level of discipline and competence to also be applied to optimizing work role outcomes and mitigating risks.

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?