Do you understand what helps your people contribute?
Managing and tracking performance is a lost art. We see less and less of each other and yet are increasingly dependent on a consistent quality contribution at work. To manage people’s performance and increase effectiveness we must collect data in many different ways:-
- What they have achieved
- Where they have had difficulties
- How they need to develop
- How their role needs to change
- How do they spend their time?
We then need to give them a part to play in our team and targets with which they can relate.
This can only be achieved through a holistic performance management framework. It must include both direction and feedback. Much of the work carried out though appraisals in the past has been incremental in nature and no longer meets the needs of our organisation.
Our Approach
The aim of our performance management process is to give staff the opportunity to explore, discover and clarify ways in which to work more resourcefully and effectively. This is a proactive approach rather than crisis management and contributes towards an efficient and motivated workforce. There are three essential components:-
• A system that everyone understands and ties in with the business cycle
• Individual responsibility to review and propose improvements to their own work
• A quality management process so that everyone can strive towards better practice
We need to define each individual component of the system.
We can then help you look at each element.
This can be adapted to meet your needs.
Everyone needs to continuously review and update this essential business function.
This can also help you achieve the Investors In People standard and be accredited as a quality organisation.
What We Can Offer:
• Briefing of managers
• Development of feedback systems
• Computerised assessments
• Job evaluation
• Individual coaching for managers
• Design of documentation
• Training of staff on how to use the system
• Auditing of the system
• Review of the recognition process
• Introduction of approaches to facilitate work-life balance
• Career management
• Review of performance management systems
• Investors In People accreditation
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