Using the Crescent System with Success
Ingredients for successful implementation of the Crescent System include,
- Leadership committed to help all employees Perform to true roles' accountability, by
the Elliott Definition of Employee Accountability, which is,
- - Role Functional Responsibilities clearly outlined - particularly in terms of process, tasks, and geography if relevant
- - Resources to fulfill Performance Expectations are clearly defined - - primarily in terms of budget, fixed assets, people, etc. - - and made available
- - Measures for Performance are clearly defined, openly shared & mutually understood - whether quantitative or subjective
- - Performance Expectations are clearly defined in context of timeline & openly shared
- - Authority is clearly defined & delegated, to Make Decisions to use Resources to fulfill Performance Expectations
- - Reward & Recognition for meeting Performance Expectations, is clearly defined, openly shared & mutually understood
- Employee Cost Understanding is clearly defined, shared & mutually understood
- Crescent Performance Reward Curve ..
- - Suited to energetic & committed performers
- - Suited to help identify less confident employees who may not be well-suited to current role
- - Suited to inevitable absence of precise top-down functional areas' information [ sales, operations, financial control, technology/engineering, etc. ] which is real activity-based
- - Flexible Operating Managers committed to "truly managing their own business" while seeking best outcomes no matter the situation
- - Leadership must be willing to seek a genuine definition of their business positioning within the industry segment in which they operate, and, the state of that industry segment's Life Cycle Position.