3. Check your performance

Check your performance at the following levels:

• Board Level
• Manager Level

At Board Level

As a social enterprise with an interest in being good employers and developing the capacity of individuals, this should be a regular appraisal process – perhaps it is not required on an annual basis, perhaps every two or three years is more appropriate. You will know what will suit your organisation but is should occur as a regular process. In this way you will continually review your objectives, focus on your planned activities and room for improvement in performance and so facilitate continuous improvement towards meeting social objectives and maintaining commercial competitiveness.

It should be clear that the team in place to set up a social enterprise may have the relevant skills, abilities and experiences but five years later, the market opportunities are different, some staff or Board members may have left and some of the skills required to develop the business may not be possessed in-house.

Key Questions

	How often has your organisation examined the skills required and actually possessed in-house?
	How often have you conducted a Training Needs Analysis or developed training plans for Board and staff members alike?
	How often do you ask Board Members if they are happy with their role? If they have suggestions as to how participation can be improved? Do they feel part of a team?

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At Manager Level

Sometimes the person charged with this responsibility in-house, has difficulty in reviewing their own skills and abilities and training needs. In order to identify how well you are doing you could ask Board members and staff members to anonymously complete a questionnaire in relation to your performance in order to obtain objective and truthful feedback. You can then synthesise this information with your own identified training needs to gain a comprehensive picture of organisational requirements!

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Conslusion

As a social enterprise with an interest in being good employers and developing the capacity of individuals, this should be a regular appraisal process – perhaps it is not required on an annual basis, perhaps every two or three years is more appropriate. You will know what will suit your organisation but is should occur as a regular process. In this way you will continually review your objectives, focus on your planned activities and room for improvement in performance and so facilitate continuous improvement towards meeting social objectives and maintaining commercial competitiveness.

 

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