Good performance management is essential to delivering your organisation’s mission and vision. Whether you want to reinforce current good practice or reflect changing business needs, it is critical that leaders have in place mechanisms to communicate the organisation’s vision and translate this into individual performance goals. We can help you establish an approach that is fair, consistent and transparent so that everyone knows the role they play, how that fits with the overall strategy and what they need to do to improve their impact on the business.
A challenge is ensuring that bureaucracy and form-filling do not overshadow the true purpose of any performance management processes. Primarily it is about having high quality conversations. We give leaders the confidence to share honest useful feedback, address any potential performance problems before they escalate, and also recognise and praise success where it is due.
In addition to managing delivery of performance goals, we equip leaders with the skills to support their team members’ personal development. This might be through gaining a better appreciation of an individual’s motivations and career aspirations, using coaching to help the person address any performance barriers; or by facilitating their career progression with developmental opportunities.
Receiving consistent, fair treatment is a powerful driver of employee loyalty and engagement. It is especially important to ensure that your processes and the way that these are implemented by leaders provide equal opportunities to succeed and progress regardless of background.
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We have collaborated to introduce a ground-breaking 'virtual' approach to development centres through DC@YD. This has enabled us to provide much greater access to career and personal development for all levels of staff.