"I believe the real difference between success and failure in a corporation can be very often traced to the question of how well the organization brings out the great energies and talents of its people."— Thomas J. Watson, Jr., IBM
Consistent performance is achieved only if people are focused effectively on their own personal development and on the objectives of the company and its stakeholders. What performance metrics are you using to align employee effort with business strategy? Most importantly, are you holding employees accountable for delivering results?
We believe
- What gets measured gets done.
- Performance is best improved by clarifying expectations and engaging in frequent and open dialogue.
- Employees want to know. They want relevant, timely and actionable fact-based feedback. Managers need to learn how to share observations and facts versus judgment-based feedback.
- Dialogue is more valuable than documentation.
- Focus on the most important success measures and link them to rewards.
- Intent and mindset are more important than process or forms.
- Simple and prioritized trumps complex and comprehensive.
- Implementing an effective performance management process is a change management initiative, not merely a program design exercise.
Our Approach
- Quickly and fully understand the organization’s strategy and culture, and other context relating to how talent is managed, assessed and rewarded.
- Identify the critical competencies, results and behaviors necessary for each role to help execute strategy.
- Determine what excellence looks like for each role and/or organizational level and for each competency, result and behavior.
- Develop approaches to encourage the observation and documentation of performance relative to expectations.
- Establish approaches to encourage effective assessment and balanced, useful feedback discussions on performance relating to the defined competencies, results and behaviors.
- Align performance with rewards such as compensation and career advancement.
- Ensure lasting change through training and consistent reinforcement of good performance management habits.
Benefits
- Managers have the tools to manage employee performance, and contribute to the employee’s personal job satisfaction.
- More engaged workforce who understand how to best contribute to the organization.
- More efficient system for aligning effort to goals and rewards.