Performance Management
Performance Management System Design & Implementation Consulting
A Systems Approach to Managing Performance
Background
Performance management creates the systems and practices that bind the organization together so that everyone is focused on achieving organizational goals and objectives. Leadership Associates offers an integrated systems approach to performance management design so that performance management becomes a key driver of organizational success, not a set of bureaucratic procedures and forms.
Performance Management Systems
Performance management systems include the policies, procedures, and forms that guide how managers set direction, coach, and give feedback. These systems constitute the formal structure that underlies performance management and gives it legitimacy. By themselves, strong policies, procedures, and forms will not ensure outstanding execution; however, these system elements are the building blocks to performance excellence.
The foundation of a performance management system is a competency analysis. A competency analysis examines each position and/or job family and determines the knowledge, skills, and behaviors that are required for success. The competency analysis feeds information into the organization’s selection, performance appraisal, development, promotion, and compensation systems.
The performance management system itself includes standard forms and procedures for setting objectives, establishing development plans, and formally appraising performance. The primary purpose of these elements is to direct individuals toward specific business objectives and competencies. As formal discussions and documents they provide links to development, promotion, and compensation systems as well as provide for corporate memory, oversight of the process, and legal documentation.
These system elements provide for the long-term development and deployment of human resources. They make sure that jobs include the right mix of tasks, that people with the right capabilities are placed in the right jobs, that development proceeds along the right paths, and that progress is recognized and rewarded. This system is most successful when it is tightly focused on achieving current business results and its components are created with the participation of the key stakeholders who will be using it. Our years of experience in designing practical and flexible performance management tools and procedures with the buy-in of those who are expected to use them pays off in the long run.
The “People” Side of Performance Management
The “people” side of performance management includes how objectives are set and communicated, how development plans are created, how people are coached and supported, and how feedback is delivered and accepted. Research suggests that it is these day-to-day behavioral elements that drive performance. Organizations that are excellent at execution have managers who are excellent at the people side of performance management.
Successful performance management is a daily process, not a series of annual discussions. Objective setting, coaching, and feedback need to happen during the two-minute discussions that happen in hallways and at work sites, not just in formal sit-down meetings. Managers need communication tools and skills that fit into the brief, informal interactions that make up their workdays.
Training
Training in the relevant skills is essential, if the process is to work. We support our performance management systems design with training for the managers who will be expected to use the system. The training covers the workings of the system itself, with practical sessions that build skills for setting performance objectives, setting development objectives, providing day-to-day coaching, and finally, conducting an effective performance appraisal discussion. For a detailed description of our Performance Management training workshop, click here.
Getting Started
Redesigning the performance management system in your organization will take time and effort; however, it is a major investment in your organization's future success.
How do we get started? We normally begin with a no-cost and no obligation get-acquainted meeting. We'll want to hear about your goals, needs and organizational issues and you will want to get comfortable with us.