QR Fundamentals and Considerations
A. QR™ (Quality of Relationship™) — a structured, measurable framework providing essential work-related information - that EQUALLY benefits each party.
Today's organizations, workers and supervisors have equal, critical need for an effective means to define, achieve and sustain high-quality work in a manner that benefits both parties. Outdated conventions, such as performance reviews, satisfaction surveys and much of supervisor-worker communications have been fraught with problems or shortcomings. QR™ is an essential part of the solution.
QRis a component of Relationship Performance™ (RP™ and rp™), which has been expressly designed for producing better work in better lives™. QR is a "construct" fully defining and describing work quality. QR illuminates the multi-dimensional, 2-way realities that comprise modern work, from both parties points of view. Everyone has QR in place at work, whether they are aware of it or not. All agree, it's (very) smart to know your QR!
rpPaQ™ is a special form of on-going, relationship information medium and toolset that outfits both parties, without bias to either party, so that they constantly know, and if needed, can improve, their QR. rpPaQ constantly provides universally-applicable online information, support and empowerment to each party through their Internet browser:
- Monthly expression and awareness of QR measurements. This is known as the QR Snapshot™. Go to brief QR Snapshot overview.
- Tools and guidance for dialog, so that each party can more effectively seek understanding; and when needed, have an optimal means to diagnose issues and opportunities. This checklist-like tool is know as the rpMat™.
- Collaborative agreement software that enables each party to participate, define and resolve shared accountabilities for optimal work. This tool is known as rpWeaver™.
- Monthly analytics to allow everyone in an organization to review and consider collective information. These are known as rpScoreboards™.
- Every component of rpPaQ is designed and proven to be easy, fast, simple, inexpensive and highly-effective, and requires no special training.
Keep in mind QR Snapshots are "quality images or metrics" of a work relationship as QR exists in a specific moment in time. QR changes, thus monthly "snapshots" are essential so that each party can remain informed. There are QR realities and QR assumptions held by both parties. The QR Snapshot reveals both. Think of QR as the "vital signs" of the critical dimensions of a work relationship. By possessing this timely and important knowledge, it's possible for each party to validate, improve and/or achieve a higher-quality of work and life that's truly "a we thing!™"
The rpPaQ medium and toolsuite is typically sponsored and made available to workers and supervisors by their organization. Preferably, introduction and discussion precedes the deployment and usage of the rpPaQ system and its tools.
B. Background: QR combines the "Personal Triangle" and "Organizational Triangle" of Relationship Performance into a unified, quantitative construct.
Extensive research, development and field testing has been conducted over the past two decades to determine and respond to the many changes taking place in today's workplaces and in workers' lives. One result was the creation of an extensive body of knowledge known as Relationship Performance™. Within this science of work are certain organizing principles (or frameworks) that have been developed and refined within a variety of supervisory, career management, recruiting and work role design applications across diverse workplaces, industries and professions.
Two of the foundational frameworks define the two-way performance requirements existing within the special form of relationship between a worker and the organization. These two frameworks are known as the Organizational Triangle™ and Personal Triangle™. You can also think of these two frameworks, when combined, as the maps or parameters of quality within any work relationship. When considered together, these two universally true frameworks reveal the underlying dimensions or factors that are critical aspects due to the symbiotic nature of work relationships.
QR is a synthesis of these two frameworks, and as such, unifies each party's separate needs of work quality into a single model. This allows QR to present a complete and balanced scope of work relationship quality. Geometrically speaking, the two triangles are combined into a single hexagon, which becomes the QR construct.
But a structure of quality alone is not enough, for quality varies from poor to excellent in each dimension of work relationships. Each party must have a means to define and rate the level of quality that is present in each dimension. Therefore, QR's design provides for each party's quantitative expression and understanding of the contextual, qualitative "corners" of the respective "Triangles." This allows each party to easily and quickly consider, express and share the degrees of respective pleasure, or displeasure, with regard to each factor of work quality in a measurable and standardized manner.
A few of the newcomer's available, online and downloadable learning resources about Relationship Performance, which includes the two above frameworks, are:
Work's a We Thing! ...this book is provided to users by the organization, and is typically followed by a discussion after reading
Career Fulcrum ...online, ready and waiting for you as downloadable PDF section
RP Quick Start Guide (4-part series) ...online, substantive and (relatively) brief
Note: this research and development was performed, and the resulting intellectual property, systems and tools are owned, copyrighted and patented by Relations Research, General Talent LLC and/or Danny McCall. Usage, application and distribution for any purpose or by any means are by active and appropriate rpPaQ license only.
C. A QR Snapshot displays each party's prevailing perspectives of work quality, and breaks these apart into "quality realities" versus "assumptions."
Just as beauty resides in the eye of the beholder, work quality is determined by the "recipient" of the other's performance within the relationship.
In the case of work relationships, there are two "recipients" and two "providers," each giving what they should to gain what they desire. Since each party must accurately perform to what the other party values and needs, QR is designed to ensure you are providing what your recipient actually desires.
While both party's perspectives and presumptions about all six primary QR factors can be informative, assumptions alone can also be misleading and dangerous. Both parties' perspectives of all factors are important, but it's the recipient's viewpoint that's vital to know and to be responsive.
QR Snapshots are designed to gather both parties' respective viewpoints of all six primary factors, yet it also breaks these respective viewpoints into "quality realities" versus "assumptions" ( ... the former being the recipient's viewpoint, while the latter is the provider's viewpoint). Only the recipient of the other's performance in a work relationship can be the ultimate judge of any factor of work quality, regardless of the other's intent or perspectives.
Thus, QR's hexagonal cells are color-filled to display the recipient's quality realities, while dotted lines represent the provider's perspectives as assumptions.
D. QR Snapshots provide for a worker's introspection and expression of their "Flow" condition/state ( ... and illuminates the supervisor's awareness).
QR Snapshots are "robust information instruments." Indeed, there are 2700 different basic QR Snapshot combinations! A portion of QR's substance is found beyond the six vital areas of work quality in Flow-related information. By allowing the worker to periodically consider and express the personal state they're generally experiencing in their work role, both worker and supervisor have better knowledge about the worker's needs and condition. The Flow framework allows the worker to consider who they "are" and how this relates to what they "do." Flow is subjective and personal requirements for a Flow experience vary widely. The parameters of Flow often change over time as a person grows, develops, stretches and matures (Are); and in most circumstances, with the passage of time, the work changes as well (Do).
As a general rule, both peak personal performance and peak personal satisfaction occurs when one works in the Flow zone, so it behooves both parties to seek Flow within work (shown as a "Z" on a QR Snapshot).
Furthermore, Flow information can be a significant correlation factor with the six primary QR areas. Accordingly, Flow states can be a powerful diagnostic tool as well as a discussion structure for the worker and supervisor. Needless to say, any reports of "A" or "B" experiences should be addressed in a timely manner.
It's normal to have situations causing one to not be within the Flow zone for a brief period of time, and/or while performing certain functions in certain circumstances, but Flow should be the overall work experience ... that is, if one is well-suited and well-stewarded for the functions and the setting of their work role.
It's also normal for anyone who is new in their work role or work environment to reside initially in the B-zone. In such early work role circumstances, both the worker and organization should diligently find their way to a Flow zone work experience as much, and as soon, as possible.
Both parties should have a very good understanding of the Flow framework. The best place to begin learning about Flow is at this link: Career Fulcrum (see first unit, #111).
A caution to supervisors and organizations: it's possible for a person to be in the Flow Zone, yet fail to perform accurately to the organizational needs and the work role requirements (such as being very happy while doing things that run counter to organizational needs). Indeed, this factor is an inherent flaw in many "worker satisfaction polls" or "engagement surveys." This factor is the reason for the PERFS™ construct, which should be well understood and applied by organizations so as to ensure the qualified work is predictably (most) satisfied while performing accurately within the work role's requirements. To learn the fundamentals of PERFS and basic work role design, see this resource, then see this resource. The Flow versus PERFS phenomenon can become "dangerous irony." For example, when a worker's Flow Zone has slight differences as to what the organization needs, a person who seems to be a highly-qualified and enthusiastic worker is constantly being "pulled by happiness" to doing those slightly wrong, off-the-mark actions, functions, behaviors, priorities and attentions. The single most important quality any worker offers to an organization (and themselves) is the combination of attributes and traits which causes them to be sustainably happy doing precisely what the organization seeks and/or needs.
E. QR Snapshots provide workers with "anonymous voice" for expressing views about the organizational factors, influences and conditions impacting the quality, satisfaction and market competitiveness of their work.
F. QR Snapshots provide immediate means for comparing work quality across time.
G. QR Snapshots provide an information platform for oversight, analytics, trends, comparisons, standardized inter-organization indices and benefits of competition through rpPaQ's rpScoreboard™ utilities.
For more information about the standard rpScoreboard, see this lesson.
H. QR Snapshots offer both parties clear warnings and timely alerts which typically would not otherwise be known.
I. A QR Snapshot also reveals the magnetism that is, ... or is not, ... present within a work relationship.
J. rpPaQ provides both parties with structure, baseline and integrated tools for QR work quality improvement, then offers a means for monitoring and validating QR change.
K. QR and rpPaQ enable and assure higher-quality supervision, better talent stewardship and supervisor performance at all levels of the organization.
L. QR provides workers with highly effective paths for work satisfaction, expression, responsiveness, self-understanding, career navigation and empowered, constructive viewpoints about their work.
M. QR can be easily integrated with WRYM® work role design, yields-oriented organizational design and programs of continuous workforce practices improvement.
N. QR can be easily integrated with WRYM® strategic recruiting, talent attraction and predictive, precision selection decisions by both hiring managers and qualified candidates.
L. QR provides many proven avenues to optimal Worker R.O.I., work role lifecycle design, workforce knowledge management, innovative "Creative Hives" and formidable workforce strategies.
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