Although Rene Simoes was successful in his bid to take Jamaica to the 1998 World Cup in France, he, unfortunately could not repeat this feat for us, for the 2010 World Cup in South Africa.
In accordance with the performance clauses in his contract, when he couldn't meet agreed-on deliverables, he was sacked.
The following are lessons to be learned from Rene Simoes' sacking (firing):
Sacking non-performing head coaches isn't peculiar to football or the sporting arena per se...it is very much en vogue in the corporate world, where progressive companies implement performance-based evaluations/appraisals, to ensure that all their employees, and not just those at the top, are performing optimally.
They do so by inserting performance clauses in employee contracts, which state that if certain measurable targets are met, employees will not only keep their jobs, but will get hefty bonuses.
And there are times when these bonuses are 10-20 times the employees' basic salary.
Employees sign unto these deliverables when they are first hired.
(So it's important for our young friends who are just starting to work, to realize that before being employed, you should first sign a contract.
Failure to do this before being employed...means that your employer can make statements about your performance and judge you against targets that you were never made aware of.
You need to see the contract and ask for at least a day to review it before signing it.
If there are statements made, therein, that you are not familiar with, ask your employer to clarify..or ask someone with work experience in your field to clarify same... you may also search for the terms via www.google.com)
Performance-based evaluations, not only reward top-performers, they ensure that unproductive employees' tenure(time) at the company is short.
To many Jamaicans this may seem unfair, as many feel that their bosses owe them a living.
But bosses do not owe employees anything..you agree to help a company succeed/grow revenues and/or decrease losses, based on our skill sets, education, ability to learn and implement what you have learned.
If you are not an asset to your company, you are a liability and promoting or firing you based on your performance, is the fairest way to reward you as an employee..(it is much better than a subjective review by your boss, based on whether or not he/she likes you.)
The beauty with performance-based organizations, is that you can be assured that you have a great deal of influence over the evaluation process....for you are evaluated based on annual objectives.
These objectives are usually set from your job description and the strategic objectives and goals of the organization that you are a part of.
So when you sit down with your boss to discuss the performance appraisal process, you need to have your job description in hand and ensure that you understand what objectives are to be met over the period during which you will be evaluated.
If you have some doubt, re what is required, it is at this meeting that you seek clarification.
We hear Captain Burrell, President of the Jamaica Football Federation, saying that he was in dialog with Rene Simoes, re gaps in his performance versus what was required.
This is typical in performance-based organizations...but it is not up to your boss to first identify these gaps...you should know what these gaps are and take corrective measures before your boss can even speak with you re same.
If valid circumstances arise that will affect your ability to meet stated objectives..you need to
1) Immediately notify your boss of same
2) Find out from your boss what's priority and do the priority tasks...
This will ensure that you will always be on target to meet your objectives and that you will have a great to excellent evaluation, at the end of the evaluation period.
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Girl With a Purpose Blog is sad to see Rene Simoes go, but we definitely believe in performance-based hiring and firing.
We wish Rene Simoes every success in his endeavours...he will be missed by many Jamaicans.
Gillian