Performance Management
Consulting

How we can help you

We work closely with your leadership team and other stakeholders to design a process that will work for your organization. We have expertise and experience in all of the following areas of performance management consulting:

Overall process design including key activities and checkpoints as well as roles and responsibilities
Timeline and frequency for key conversations like goal setting and feedback and review
Guidelines on objectives and Key Performance Indicators (business, team and individual)
Process for target or goal setting and guidelines for your organisation
Supporting forms and documentation
Performance appraisal guiding criteria and ratings guidelines for individual performance
Alignment with the organisation’s reward mechanisms and incentive plans
Communication and training programmes and support for managers and staff
Review and independent audit of your performance management process and / or performance outcomes

Challenges Organisations Face

In our experience, problems with performance management typically manifest in one, or more than one, of the following symptoms:

Low levels of engagement
Negative mindset or culture
High staff turnover
Low levels of team or individual productivity
Individual or team performance not supportive of the organisational business objectives and agenda
People unsure of what they need to do to be recognized or what to focus on (too many objectives and demands)
Misalignment of performance and reward leading to confusion on direction and priorities
Difficulty in implementing a new strategy or changing direction in the business
General ‘unhappiness’ with the performance management system (not fair, don’t understand it, don’t see how it relates to me and my work, not relevant, not important)

Our Approach to Performance Management Consulting

We have built our approach to performance management consulting around the following four pillars:

Measure – a key element to any performance management system is to measure the right things. This is often easier said than done. Understanding the organisation’s strategy and business and people goals allows us to advise on measures that will properly align individuals and teams with the organization.
Manage – in order to ensure that the full benefits of a performance management system are realized, it is critical that the process be properly designed and managed. Performance management is bigger than just goals and objectives and a system and process that fails to include proper mentoring and managing of the individuals will ultimately not achieve its objectives.
Motivate – motivation is at the heart of any good system of performance management. A process that engages and ignites the imagination and motives of both individuals and teams will reward the organization with significant improvements in both engagement and productivity. Mentoring and staff development must be built into the performance management process and ongoing dialogue.
Mindset – ultimately a performance management system must change mindsets and align individuals and teams with the organisation’s mission and strategy. By ensuring that all the key components of a good performance management system are properly in place, we will be able to assist you in achieving this all important overriding objective.

Performance Management System

A good performance management system aligns individual goals and behaviours with the organisation’s purpose, strategy and objectives. It changes mindsets and drives a culture of engagement, retention and high performance:

A good performance management system drives the right behaviours

The individual performance management process must be an ongoing process, aligned to the life cycle and objectives of both the organisation and its employees. Its key facets include: