Performance Management
Many organizations have implemented performance management systems but without much success. Managers still have difficulty establishing consistent performance goals, aligning performance goals with company objectives, communicating effectively, managing performance, conducting reviews, and coaching their staff for performance improvement. We help organizations set clear, consistent, and measurable performance goals across the company, coach people to excel, and manage performance much more effectively. Please contact us to learn more.
Do any of these conditions sound familiar?
- Inconsistent Performance Planning and Goal Setting: Our performance review and planning process is falling short. Many managers need help in performance planning and setting performance measures and goals. The performance goal setting process is inconsistent. There is a need for managers to be able to develop consistent, measurable, and comparable goals that follow standard best practices.
- Manager Difficulty in Managing Performance and Communication: Many managers are reluctant to provide accurate performance appraisals of their staff. They have difficulty discussing performance challenges. Many managers indicate that they have difficulty using the existing job descriptions.
- Cascading Performance Goals?: We have establishing a balanced set of goals and key performance indicators for the company as a whole, but these important performance measures have not cascaded down to the job level. As a consequence, individual performance objectives are not aligned with overall company goals, employees do not understand how aspects of their performance impact the KPIs for their business line and for our organization as a whole, and the connection between individual and organizational performance is unclear.
- Performance Coaching: There is very little performance coaching or ongoing support for performance improvement throughout the year.
- Performance Management System: We implemented a performance management system but we have not been able to reap the benefits. Our managers have a difficult time communicating with their staff.
The consequences are significant:
- individual and organizational performance suffers.
- Employee engagement scores are low.
- You can't compare actual to planned performance.
- Your managers can't provide accurate rewards for performance so employees think the rewards system is unjust.
Do these challenges sound familiar? What if each of your managers could:
- Manage employee performance effectively according to clear, consistent, measurable, and well-defined performance expectations?
- Develop consistent, comprehensive performance objectives for each employee aligned with business line goals and with clearly defined measures of expected quantity, quality, time, and cost?
- Evaluate performance consistently and accurately across each business line?
- Coach all of their staff to excel?
And what if each manager and employee across you company clearly understood how their own personal job performance impacted other parts of their business unit and the company as a whole?
How would those changes impact the performance of your business? Would you be able to compete and execute more effectively? Would they increase your operational effectiveness and efficiency? How would those changes impact your employee engagement scores?
Please contact us to learn more.