Intelligent Talent Management
At Revenue Results, we believe that our employees are our biggest single asset. How we manage, compensate, grow and empower our employees with determine how successful our company and our employees become. We believe that our employees should always aim higher than they think they can achieve. To accomplish this growth, our employees receive continuous training in computing, sales, marketing and communications skills and can spend up to 10% of their employment time with Revenue Results in training. In today’s competitive marketplace, we face the same challenges of every employer of recruiting high performing employees and keeping them for many years. Our belief is that the key to retention to not just excellent compensation. It is oriented around a philosophy of “continuous improvement” and “employee ownership of the workplace” so that all employees buy into the company’s objectives to have an impact on the outcome of projects. This philosophy is accomplished through continual team building and two-way communication between management and employees.
Revenue Results does not pretend to have all the answers to balancing our company’s needs for excellence, high performance and productivity with the needs of our employees for excellent compensation, training, opportunity, growth, high morale and retention. But having been in business for 20-years and been recognized as the Best-In-Class supplier in our marketplace, we believe we have learned many essentials to creating a successful work environment that meets the needs of our company and our employees.
If you have ever asked yourself or your managers some of the following questions, Revenue Results can help you company improve:
Recruitment
- Who to hire and who not to hire?
- Where do I find high-performers?
Job Responsibilities
- Do my employees have current, accurate job descriptions for the work they are performing?
- Do my employees know their job responsibilities?
- Do my employees know what is standard performance for their job?
- Do my employees know what is high performance for their job?
- Do my employees know what is excellent performance for their job?Training
- How well do my employees understand the technology we sell?
- How well do my employees understand the technology the competition sells?
- How well do my employees understand the industry we support?
- How well do my employees understand sales and marketing techniques and methodologies?
- How well do my employees apply their knowledge Vs “Doing it the same old way”?Compensation
- Are my employees fairly compensated for the job they are performing?
- Where is the market in relation to our compensation plan?
- How well do we “pay-for-performance”?
- Are we paying too much for too little?Motivation and Moral
- How committed are my employees our company’s mission, goals and objectives?
- How well do my employees know and understand our department’s mission, goals and objectives?
- How committed are my employees our department’s mission, goals and objectives?
- How responsive is our management to our employees input, suggestions and needs?
- How “fun” is it to work for our company?Quality
- Does our company have a continuous improvement – total quality management program?
- Does our sales and marketing organization have a continuous improvement – total quality management program?
- Do we have performance systems to measure our quality?
- Do our performance systems accurately measure our quality?
- When was the last time our employees formed an Employee Action Team to solve a problem at our company?
- Are our employees empowered to have ownership of the workplace?
Communication