So when we talk about performance programs, and a lot of people take a performance review,

for lack of a better term, and they do it annually or bi-annually, and all you do is look back

at what an individual has done.

And let's be honest, most of us don't have enough brain capacity to remember what somebody

did a year ago.

So we're either only managing the most recent, or we've forgotten about everything they've done most recently.

And we're looking at that big mistake that happened a year ago that really at the end of the day, if we didn't deal with it then, we should be moving on.

So I like to think of performance as more of a development program than a looking back.

So yeah, let's deal with things as they happen in the moment.

If there is a big screw up and we have a training opportunity and we need to bring to the attention of somebody so that they could better develop their skills, let's do that in the moment.

Let's not do that eight months later.

And let's take that performance program and let's look at that as a goal setting and succession and development program so that our business is moving forward

because our employees are moving forward. Welcome to the Home Service Expert, where each week

Tommy chats with world-class entrepreneurs and experts in various fields like marketing, sales,

hiring and leadership, to find out what's really behind their success in business.

Now, your host, the Home Service Millionaire, Tommy Mello.

Welcome back to the Home Service Expert. My name's Tommy Mello, and today I have a guest.

I feel like everybody that I have on the shows from Canada,

Nora Tohook, and she's an expert in recruitment,

employee development, employee retention, and small business.

And I think this is really cool because not enough people really understand HR recruiting.

And I can't wait to talk about this stuff.

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