“Human Potential”
by Chris Reinhardt, feedlot specialist
High productivity and efficiency are goals for which all organizations strive. Maybe they could be lumped together into the collective term, “Performance”. But how many times have managers asked, “How can we improve our Performance?”—possibly DAILY!
We have built our organizations to achieve a certain outcome, production, and efficiency, and may have needed to change our infrastructure periodically to achieve either a different outcome or higher Performance. A larger planter, a larger, newer, milking parlor, a larger or additional feed truck, more feeding pens—all intended to get more Performance. And doubtless this change in infrastructure accomplished its intended purpose of increased Performance.
But have you ever questioned whether the people or the systems you have in place are capable of higher Performance? It’s probably true each individual has an upper limit to their Performance. But have we given them the most freedom, the best training, or put them in the best workplace situation to ensure that they will be able to achieve their best?
For better or worse, this is where quality, intentional management is required. Frequent analysis of each individual employee’s Performance and their situation requires time and energy. But it also separates the accidental manager from the purposeful. If you are not carving out time on a monthly or quarterly basis to discuss personnel issues with employees, you will never be qualified to ferret out hidden workplace issues and will never be able to maximize individual Human Performance.
Take time, or make time, in your schedule to put people first and it will yield fruit. Skip this critical, continual, process, and you’ll continue to miss all that you never knew what you were missing.
