We see a lot of organisational activity, often reluctant activity, by managers and staff around performance management, but our discussions with leaders provide hints that this activity isn’t always delivering the required results. Why is this? We find that often:

• “Appraisal” is seen as a one-off policy-driven annual event that isn’t linked to wider performance and development processes.
• The focus is often on managing poor performance, rather than encouraging great performance.
• Performance management gets focused on form-filling, rather than positive discussions and coaching.
• The IT systems, particularly when used by managers and staff, used to support performance management are inflexible and difficult to use, creating a barrier to recording useful organisational information.
• The wealth of operational performance data available to organisations is seldom integrated into individual performance discussions.

The result of this is that in every staff survey we’ve seen, whilst the quantity of appraisals is high, the number of staff reporting that their appraisal had a positive effect on their performance is worryingly low.

Our one day workshop starts by helping you to think about: What is your performance management process for? (You can read more about the complicated answers to this simple question in our article ‘Performance Appraisal and Development Review’.) Our expert facilitator will then take you through a structured, participative and practical day. The exact content of the day depends on the answers to that key question above, but we would typically include:

• Understanding your performance ecosystem and the critical links with development and governance.
• Different models of goal-setting.
• Golden threads and balance scorecards.
• Clarifying roles in the performance process.
• The role of competencies and assessment in performance management.
• Mapping your performance management process and identifying quick wins for improvement.
• Your local criteria for technology required to support successful performance management.
• Measures – how do you know when performance management is working well?
• A quick business case on the importance of getting performance management right.

This workshop is aimed at HR/workforce staff responsible for performance management processes, and operational managers interested to learn how to connect employee performance to operational goals.

For more information on streamlining your performance management processes please contact us.