Among most of other popular HR practices, ‘Performance Management’ ranks as one of the most mature and essential practices. Coincidently, that’s where the ranking ends. Ranking employees and providing a comparative measure of their performances are considered somewhat ancient now. Instead, the employees want to feel valued through more qualitative performance management methods. Offering the employees with honest regular coaching and feedback has seen to be a trendsetter of an effective performance culture. As predicted, the difference is telling between the top performing firms and rest of the global organisations once again. This difference is mostly if not wholly the consequences of adoption of different performance management strategies. Winning Starts Internally
Any organisation that wants to win the market place and sit on the top of the pile, needs to get on top of all activities within the organisation. Top employers across the planet can now be seen implementing relatively sophisticated systems and processes towards their Performance management plan in recent years. This is however to manage performance, not just measure performances and successes for the short term. Through the implementation of various performance management plans, the companies have now successfully created a peaceful, structured workplace which was complex and volatile in the past.
Calculable Goals, Insurmountable Returns
Goals have to be realistic and flexible. Our goals that are aligned with the vision of the organisation are often easily attainable and can teach us great things in life. Performances of an organisation can be dealt with a similar approach. Most top performing organisations resonate with this through measures of aligning their goals to changing business needs. Having realistic, measurable goals in place and successfully achieving them over the period of set time can result in immeasurable goals. As attested by global leaders, the good it does to participant’s skills and overall development is of particular importance.
Performance depends on People
As people within the organisation are dependent on the performances, the performances are equally if not more so dependent on the people. This is more of a symbiotic relationship, which every company must assess, protect and nurture. Top employers have recognised that over 92% of the employees play an active and vital role by offering inputs of various nature for collective annual goals. In return, the top employers or any company for that matter needs to invest time to know how employees feel and what they want. The culture of performance as a foundation is a must have for the employers of modern era. The most effective philosophy is always found to be the one that is fully aligned with the core values and culture of the organisation. Employees are more likely to respond to a cause rather than a chore as it creates a sense of responsibility within the group.
Thank, Don’t Rank
‘Thank you’- easily executed one would think. However, many managers and companies have still not parted company with the culture of ranking their workers. Ranking can only exist when it is an inter-organisational competition. When the company, as a unit is moving towards a collective goal, ranking rather creates rifts making the work environment volatile. Appraisal is one of the most essential component of a solid performance management culture. Every company in the world today is in a dire need of a transparent, effective appraisal system. If the organisation operates with ‘openness’, ‘trust’ and ‘honesty’ as its pillars, there is no room for ranking employees and creating an evident divide. However, the managers must also resort to constructive honest criticisms when it is absolutely necessary. We are humans, we make mistakes and there is always room to learn and improve.
The Art of Conversation
A conversation conveys the give and take interaction among a group of people who are comfortable in saying what they think. Conversations are very adaptive. They take interesting twists and turns as people ask questions and express ideas. A good conversation is based on trust and truthfulness.
If companies, in this day and age are not having open dialogues then we may well be integrating backwards in time. Conversation is an art, it can be a life-changing experience for some. However, it must not be forgotten that a conversation is a dialogue, not a monologue. Employers must establish open sessions engaging their staff in conversations. This will not only make the employee feel ‘heard’ but will in turn strengthen relationships and elevate an organisation’s performance.
Two Heads Are Better than One
Every battle is won with an army of dedicated soldiers and not with the help of esteemed individuals alone. Whilst discarding ranking culture promotes unity and the feedback system aids to the success of performance management programs, these are also vital in empowering the employees to work as a team. Teamwork is also an opportunity for both employers and individuals to assess the qualities and potential of every member of the team. Not only goals are more attainable but performances are given a massive boost as a result of collective effort. It helps the employees to grow and nurture one another. ‘Picking each other’s brains’ is one of the best activities performed within a group of like-minded people. Undoubtedly, it is the most valuable one too. Not only the organisation ticks like clockwork, performance management and goal alignment becomes all the more comfortable.
Why would any company retract from transforming themselves into a more efficient, tranquil and high performing work place? Performance management and all of its associated activities seems to be the way to go for all modern companies. Being a top performer is not easy. It is particularly difficult remaining one for a sustainable period of time. For this reason, all organisations must have agile and dynamic goals, open communication channels, collaborative focus with absolutely zero divide within the workforce.
When two or more great individuals are transformed into a group, it can not only work wonders for the company but will also develop the individuals within the group. Time to focus on collaborations instead of individuals then?
Our HR insight report on Performance Management contains other useful information including latest trends and case studies.
