• Is your organization frustrated with its formal performance management and appraisal system? Does it seem to work well enough in theory but fail in practice?

• Is there a distinct lack of good informal feedback from managers to employees about all aspects of performance, but especially about poor performance?

• Are related performance-discussion initiatives such as employee development, coaching and/or mentoring, and selection/promotion not working as well as they could because managers have difficulty "talking" honestly and effectively with their employees about “how they are (really) doing”?

• Are low employee engagement levels affecting organizational performance and productivity?

If you answered “yes” to any or all of these questions and your HR Department has also tried seemingly everything to improve the situation but has experienced little in the way of real, consistent, or widespread success, then you need to know that these problems are interrelated. They also stem, in large measure, from one ROOT CAUSE.

By finally being able to identify why these problems continue to exist it has been possible to develop a simple and effective SOLUTION:

The PAF Technique

By helping managers to overcome the root cause of problem that prevents them from being able to discuss performance effectively, HR professionals are now in a position to make a significant contribution to improving all these critical organizational issues.

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