Why are we doing performance management again?

Have you come to a place where you ask yourself: “Why are we doing performance management again?” Or have one of your managers recently cornered you in the canteen, with an irritated look on his/her face: “Please explain to me why we are doing performance management?” Consider yourself lucky – this is the best place to start when reinventing your performance management process. If you understand what the reason is why you are doing performance management in the first place and use this as your starting point you can achieve so much more than just addressing a few of the current challenges.

I believe that if you understand and communicate the reason why you drive this process in your business, it forms the very important first step to an effective and impactful performance management process. Whatever your reasons for redesigning your process are; you should also bring senior management, managers and staff into the conversation by asking them what they want out of performance management.

Consider the following perspectives:

  • Organizational context perspective:

    1. Performance management provides a framework and process for strategy determination, alignment and implementation.
  • Systems and processes perspective:

    1. Performance management provide a structured and consistent approach to managing performance and development across all levels of the organization.
    2. Performance management provide a framework on how to evaluate team and individual performance.
    3. Performance management provide a framework for differentiating, recognizing and rewarding the performance of employees.
  • Performance partnership perspective:

    1. Performance management provide a vehicle for personal change that can lead to culture change.
    2. Performance management provide a vehicle in which both the staff member and his/her leader can work collaboratively to not only set the performance targets, but also to ensure that they are achieved.
    3. Performance management provide a vehicle for regular performance conversations by creating an opportunity for leaders to have realistic, frank, honest and direct performance conversations with their teams and individual team members.
    4. Performance management provide a vehicle for development and coaching conversations based on the team or individual’s performance.

If you want to reinventing performance management for your organization do not hesitate to contact us. We can help you implement an effective performance management process that increase productivity and efficiency of employees and impact on business results.

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