Performance Management |
Performance Management
 What is a Performance Management System?
In one form or another, Performance Management (PM) systems exist in all companies:
- All organizations set certain standards and pose certain requirements to their personnel and the work to be done.
- All managers, in one way or another, supervise planning and control processes, evaluate performance of their subordinates in terms of the results, and set their goals for the future.
- All managers have to tackle the issue of personnel motivation and use their best managerial judgment to determine how to reward, promote and develop employees.
Introducing our system of Performance Management, we are not looking to revolutionize an organization. We examine and perform necessary adjustment of instruments already existing in the company, fine-tuning these instruments to the strategic goals of a particular business.
Some solutions we offer:
In the area of standards: introduce a tri-factor model to evaluate manager's performance — competence, achieving result, and potential.
In the area of processes: equip managers with reliable and user-friendly instruments of goal-setting, evaluation of the result, getting feedback, etc., enabling them to act efficiently and consistently, rather than rely on intuition alone.
In the area of motivation: introduce the «result scale» which allows uniform performance measurement for all activities and takes into account specific individual requirements, different conditions at different branches or offices, and different environments where individual achieves the best result.
Our Approach
We work with each manager of the company to get each manager personally involved in the process of developing KPI’s, mastering assessment methods, developing necessary managerial skills, and working on other aspects that guarantee effectiveness and viability of the entire system.
Expected results:
- People start making strategy-oriented managerial decisions.
- In-house communication improves dramatically. Ineffective communication is the main barrier for implementation: it is not enough to make the right decision, the decision needs to be implemented and followed through to the result.
- The system of rewards becomes more transparent, people get a better perspective of what their efforts can bring them and how they are linked to the result.
How we do it:
- We look at the standards used by the company, examining what kinds of standards exist, how important and well-known to employees these standards are, how they are complied with, whether they correspond to the goals of the company and its business and personnel strategy.
- Develop a PM System concept to register all basic principles of work: key performance standards, assessment and goal-setting instruments, connection between motivation and results, etc.
- Perfect the standards.
- Develop detailed protocol for all processes: who will be using managerial instruments and how.
- Develop separate protocols for immediate managers and for the HR acting as the system administrator.
- Outline the rules of how personnel efficiency and its connection with financial and non-financial motivation will be calculated.
- Develop and conduct training activities (business simulations) necessary to put the system into place.
- Supervise implementation.
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