Workers must be encouraged to change not only their work habits, but their views toward the nature of the jobs they have performed in the past and will need to do in the future. They must be helped to realize there will be stress associated with the new processes or system. Management should communicate to all impacted employees that a certain amount of stress is expected and is willing to help with coping with and reducing it. After the employees have been performing their new duties for an adequate length of time, performance evaluation is necessary. As much as we hope every person can meet the challenge of a new way of doing business, some may not be able to do so for various reasons.
Performance needs to be identified for several reasons.
When we identify successful results from performance evaluation, the news should be communicated quickly and positively to build on the achievement. We can compare the results to the baseline to show how well the new process provides better production or service, based on employee performance. If the results are in the form of dollar savings, possibly the savings could be shared with the employees producing those savings in some manner. In any event, it is important to follow up with an analysis of employee performance under the new system. Depending on the practitioner you consult, the BPI philosophy is either to continuously reengineer or to build in continuous improvement.