Performance Management

performance

Where are you as an organisation and how can we help?

Any number of models, systems and approaches exist for setting up and managing a performance management system. So do you have a framework aligned to your culture, role and business of the company? If it helps to know, recently, a New York Times survey highlighted that only one in ten CEOs believes in the effectiveness of performance appraisal. They see performance appraisal as a bureaucratic ritual, a form to fill, file away and forget about. “Thank God that’s over for another year”. A good performance appraisal requires more than a sophisticated tool – it requires  a culture to bring about positive change in employee behaviour and a mind-set change to embrace feedback for continuous improvement. So our intent is  to help you dig deeper to understand what is working & what is not and support implementation of interventions that make performance management away to build culture, talent and a way to communicate with your people about what’s next for the organization and their individual development.

DID YOU KNOW? Our global benchmark data shows that the ThemeManaging poor performance contributes the most in percentage terms, towards building the overall capability of the component.  A powerful insight! Most organisations do not seem to pay adequate attention to get this process right! So do you have the right capability to achieve the desired outcomes of managing performance (good or poor) of your workforce?

Any number of models, systems and approaches exist for setting up and managing a performance management system. A New York Times survey highlighted that only one in ten CEOs believes in the effectiveness of performance appraisal. They see performance appraisal as a bureaucratic ritual, a form to fill, file away and forget about. “Thank God that’s over for another year”. A good performance appraisal requires more than a sophisticated tool – it requires a culture to bring about positive change in employee behaviour and a mind-set change to embrace feedback for continuous improvement. So our intent is to help you dig deeper to understand what is working & what is not and support implementation of interventions that make performance management as a way to build culture, talent and a way to engage your people about what’s next for the organization and their individual development.

Building High Performance Culture
  • Set expectations of what it means to build a high performance culture
  • Assess current organizational culture, especially trust and employee engagement levels, alignment to the purpose, vision, values and goals
  • Build ownership at the top management level
  • Develop/Review framework, systems and processes to drive accountability and disciplined execution at every level
  • Coach leaders and managers to lead by example, communicate results, celebrate successes and individual/team achievements
  • Support in embedding the culture through appropriate policies, processes and systems as positive reinforcement and differentiation of high performance

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