One of the most effective ways to do this is through a performance agreement. This defines the responsibility for certain personal and organizational objectives. It defines the expectations of individuals. It sets and agrees on results-based goals that are aligned with the overall goal you want to achieve. And it ends with the individual`s formal and signed commitment to the agreement. All it takes is a no-show or a venue that doesn`t pay their band to let both parties know that performance contracts are a smart idea. A band contract clearly describes the details of the performance agreement such as time and place, performance expectations, payments and deposits, cancellation conditions and force majeure (we`ll tell you what that means below). A performance contract clarifies all the essential conditions of the delivery and provides both parties with security and protection from performance. Because performance agreements are designed to help employees grow, at least another opportunity is created to meet expectations. Agreements that are too hard may seem inappropriate and may contradict the spirit of supporting staff efforts to improve your organization and add value. For example, a wedding singer could use a performance contract to present to his client (married, married or wedding planner) the terms of the performance as part of the event planning process. That`s really what you have to do with good performance — to make people understand that they need to do a good job and get the results that are expected of them.
By identifying this information and creating a contract, you can create a system of success. This is the use of performance agreements to correct people`s behaviour. Fundamentally, we balance the benefits of using performance agreements to guide people towards the desired goals, with the red tape needed to create and manage them, and we propose that they be used only in the most important situations.