PERFORMANCE MANAGEMENT

Examples of services we provide:

Performance Management Frameworks

We design and customise performance management frameworks for our clients. Small companies often overlook the importance of a structured approach to performance management, whilst large companies find themselves with inconsistencies in terms of how performance targets are set and measured, and how performance is appraised.

The Balance Scorecard Approach

We work with the Balance Scorecard approach, if this is the suitable and chosen methodology for managing performance in your organisation. We ensure that departmental, team, and individual balance scorecards align with the organisational balance scorecard.

Performance Management Coaching

We coach line managers and leaders to enhance and apply effective performance management techniques when managing teams of people and functions. This may range from consulting in terms of preparation for performance appraisals, handling a difficult employee, bringing about performance improvement in an under-performer, managing under-performance, ensuring that fair and effective processes are applied to avoid unnecessary productivity losses and legal implications in the case of dismissals, should this be the end result.

Benefits to you, the client:

• Performance management aligns organisational activities and processes to the goals of the organisation.

• Performance management focuses on results, rather than behaviours and activities. This lowers the danger of personalities influencing ratings, and cuts out the subjectivity of the process. It therefore channels thinking and energy into outputs. As a result, the organisation achieves measurable bottom line results.

• Performance management provides a consistent basis for measuring achievement against objectives. This not only ensures parity and fairness, but ensures that reward mechanisms, e.g. incentives, are equitable and a fair reflection of the individual’s output and contribution in monetary terms.

• Performance management makes it easy to evaluate the productivity of individual employees as well as entire departments.

• Having a good performance management system allows for the establishment of reasonable expectations that both employer and employee fully understand and support. A common issue is a lack of communication between those who manage and those who are assigned specific tasks for which they are accountable.

• By aligning performance standards with the goals of the company, employees feel they are contributing to the overall success of the company, and there is less chance they will consider their tasks unimportant or unappreciated, and hence take pride in what they do, however repetitive some tasks may be.

• Performance discussions are an important management tool and skill that can be applied in different contexts, not only during the annual or bi-annual performance review. Management and employees learn to exchange opinions and viewpoints constructively, without taking criticism personally.