Manager’s Training Guide: Mastering the
TRT Arredo PMS
"From Measurement to Mentorship: Driving Excellence at TRT Arredo"
1. Understanding the TRT Arredo Philosophy
Performance management at TRT Arredo is not an annual "event"—it is a continuous
dialogue. Our system balances What (Results/KPIs) with How (Behaviors/Core Values).
The 60/40 Split
● 60% KPIs (The What): Hard numbers like cycle times, scrap rates, and project
milestones.
● 40% Core Values (The How): Craftsmanship, Integrity, Client Focus, Collaboration, and
Innovation.
2. The Feedback Rhythm: Tracking Outcomes
To avoid "end-of-year surprises," managers must track performance in real-time. Use this
cascading tracking method:
Daily Outcomes: The "Pulse Check"
● Focus: Immediate outputs and safety.
● Action: Conduct 5-minute "Toolbox Talks" (Factory) or "Stand-ups" (Office).
● Alignment: Are today’s tasks contributing to the weekly target?
● Manager Task: Note one "Win" or "Correction" in your manager log.
Weekly Outcomes: The "Trend Watch"
● Focus: Milestones and roadblocks.
● Action: Review the week’s KPI progress (e.g., Is the design-to-production cycle on track
for 5 days?).
● Alignment: If a technician is struggling with a specific machine, address it now before it
impacts the monthly output.
● Manager Task: Check PPE compliance and scrap rates for the week.
Monthly Outcomes: The "Strategy Link"
● Focus: Patterns and development.
● Action: Conduct a "M-Dialogue" (Monthly Dialogue).
● Alignment: Compare monthly totals against the Corporate Strategy.
● Manager Task: Identify if performance issues are a "Skill Gap" (need training) or an
"Attitude Gap" (need coaching on Core Values).
3. Conducting Effective Q-Dialogues (Quarterly
Reviews)
When sitting down for a formal review, follow the "Omoluabi" Approach: deliver direct
feedback with cultural sensitivity and respect.
Step 1: Preparation (The Evidence)
● Don't rely on memory. Pull your Manager Log Notes from your daily/weekly/monthly
checks.
● Gather data on specific KPIs (e.g., “Your scrap rate was 1.5% this month, beating the 2%
target.”).
Step 2: The Discussion (The Dialogue)
● Start with Strengths: Acknowledge specific instances of "Craftsmanship" or "Client
Focus."
● The Gap: Frame critiques around process improvement rather than personal deficiency.
● Bad: "You are slow."
● Good: "Our design-to-production cycle took 8 days this month. Let’s look at the bottleneck
together."
Step 3: Closing (The Growth)
● Finalize the Individual Development Plan (IDP).
● Ask: "What resources or training do you need from me to hit next quarter's targets?"
4. Avoiding Common Pitfalls
● The Halo Effect: Don’t let one great project overshadow a history of poor teamwork.
● The Recency Bias: Don't only rate based on what happened last week; use your notes
from the entire quarter.
● Cultural Hesitancy: In the Nigerian context, we often avoid "tough talk" to maintain
harmony. Remember: Clear is Kind. Correcting a mistake today saves the employee’s
job tomorrow.
5. Strategic Alignment Checklist
Before signing a Performance Agreement, ask yourself:
1. If this employee hits 100% of these KPIs, does it help TRT Arredo become the premier
furniture company?
2. Are the KPIs SMART (Specific, Measurable, Achievable, Relevant, Time-bound)?
3. Does the employee understand why their role matters to the final client?
TRT Arredo Limited – Abuja Effective January 1st, 2026