Performance Management: Driving Performance

Every business says that people are their most important asset, and, in most cases, their most expensive asset. Yet, it is also the asset they know least about.

‘Best practise’ in performance management is simply what works best in your business. Every business is different and every business has critical measures of performance that are different to other businesses. Yet consultancies often apply the same formula and critical measures over and over again. Whilst we also believe in an approach, the measures are bespoke to you.

To change how performance management is applied, we must first create an experience that reinforces the new ways of working and makes it in the manager’s interest to change/shift their behaviours. For this, we use the following approach:

To measure the managers current performance using a 180° assessment against the performance management criteria that are important to you.
Measure each manager’s members of staff using a Team Profile Analysis (see below).
Provide inputs to increase competence/confidence. These typically include:
- Team profile analysis outputs that describe the motivators and fears of each member of staff as well as aggregated data. It also describes how to best manage and coach each individual.
- A coaching toolkit including how to develop the career of staff members and how to performance manage them against internal processes.
- The reality of performance management with ‘hard hitting’ videos of ‘live’ staff and their experiences to date – bad, positive and negative occurrences.
- Simulation of individual case studies applying all parts of the performance management process.
- Training each manager in developing career and performance management processes.
- Setting targets with each manager directly which are followed-up after an agreed period of time.
Follow-up targets in short and medium-term (together with HR).
Re-measure their performance using a 180° against performance management criteria.

In other words, in the short-term to tighten the management of the performance process, assess the individual, create targets, provide input, follow-up and re-assess each individual. We will ensure the changes in behaviours are embedded and become the ‘normal way of doing things around here’.

If you would like to know more about our management support services contact us today on 0845 838 0936 or email us.

Overall Aims

Put simply, it is to enhance the quality of coaching and performance management and make the experience natural, effective and motivating.

The term ‘natural’ means that the principles within the programme are seen as ‘just the way we do things around here’.
The term ‘effective’ at the two extremes of performance means:
- That top talent are ‘locked’ into the wider business context.
- The under-performers are managed appropriately with the right consequences for each individual.
The term ‘motivating’ means:
- Top and middle performers are motivated to stay and further enhance their performance.
- Under-performers are motivated to either take short-term rectification actions or find an alternative career route.

Benefits of Our Approach

The benefits are far-reaching and include:

The programme is ‘action-centred’ rather than theoretical in its construction.
We will play on what already exists in terms of processes so it builds on rather than questions or detracts from existing materials.
It meets what’s important to you as key performance criteria.
All embracing and an experience rather than a one-off hit.
Reinforcement at all points during the experience to create a feeling of ‘it’s the way we do things here’.
Provide obvious answers to the participant’s self-motivation of ‘what’s in it for me’.
Provides participants with practical and ‘could use today’ tools for the content of coaching sessions so often missed on similar programmes.
Individual and tailored detailed information about individual team members to ensure high quality interactions between managers and their teams.
A change in behaviours rather than another course!
Tools that will be left with you when we disappear.

And, finally, it will give you what you actually want – a change in the behaviours associated with performance management! It drives performance and creates profit! In one business we achieved an ROI of £650K in the first 12 months.

Creating a Blended Performance Culture

Our on-line performance management system can be tailored to match any performance management business process. For more information, just take a look at our e.HR solutions. Anything from objectives, to KPI’s, to development plans, through to behavioural or competency profiles. And, as you would expect, strong metrics at individual, manager and organisational levels letting you know which parts of the business are performing best, and which are not.

If you would like to know more about our management support services contact us today on 0845 838 0936 or email us.