Effective Performance Management Strategies for Organizational Success

Individual Performance Management Facilitator: Ariel Robinson M.Ed. This document is business confidential and is intended solely for the internal use of Longevity Consulting

Overview AGENDA Introduction to Performance Management. Why it is important and How to use it Benefits of Performance Management Performance Management for Personnel Performance Management for Individuals Phases of Performance Management Exercise Conclusion 2

Group Assignment: Case Study You're are a new manager for a company called Happy Plus. The company s mission is to provide quality toys that educate children about endangered species of the rain forest. You are concerned that your team doesn t take full accountability for their tasks. The company is having quality issues that impact child safety and customer satisfaction. The company s objective is to improve professional integrity throughout the organization. What are the issues at stake (internal and external) ? What risks are involved if individual and overall organizational integrity is not addressed? Where might Happy Plus begin addressing the issues and risks involved? How does the company gain group buy-in? Develop a process to measure professional integrity in this scenario. Group A: Julia, Marion, Jackie Group B:, Lauren, Debbie, Iris 3

Performance Management 4

What is Performance Management Definition of Performance Management Activities which ensure that goals are consistently being met in an effective manner A process through which an organization aligns their resources, systems and employees to strategic objectives and priorities Can focus on the performance of an organization, a department, employee or even on the processes required to build a product or provide a service 5

Why Use Performance Management Performance Management is necessary for several reasons: To align individuals and department goals with the overall organizational objectives To ensure high quality individual results To provide transparency and communication on the operation of an organization To provide direction on the use of Continuous Process Improvement 6

Benefits of Performance Management Direct Financial Gain Reduce costs in the organization Stop project overruns Aligns the organization directly behind the Director's goals Decreases the time it takes to create strategic or operational changes by communicating the changes through a new set of goals 7

Benefits of Performance Management Engaged Personnel Optimizes incentive plans to specific goals for over achievement, not just business as usual Improves employee engagement because everyone understands how they are directly contributing to the organizations high level goals Create transparency in achievement of goals High confidence in incentive processes Professional development programs are better aligned directly to achieving business level goals 8

Benefits of Performance Management Improved Management Control Flexible, responsive to management needs Displays data relationships Helps audit / comply with legislative requirement Simplifies communication of strategic goals scenario planning Provides well documented and communicated process documentation 9

Performance Management for Personnel Performance management for personnel is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Employee performance management includes: planning work and setting expectations, developing the capacity to perform continually monitoring performance, periodically reviewing performance in a summary fashion, and rewarding good performance. 10

Performance Management for Individuals Time management and personal organization Goal setting and planning Communicating with Influence Productive relationships Resilience Harnessing strengths in self and others Job satisfaction and career development Public performance skills 11

Performance Management for Individuals Goal setting and planning 1. Well formed Goal Statements 2. Breaking goals down into manageable Steps 3. Motivation and Commitment 4. Reminders and Keeping on track 5. Frequent Review and Re-assessment 12

Performance Management for Individuals Harnessing strengths in self and others Identifying your strengths and those of your team Using these strengths will improve your performance and the performance of the team 13

Performance Management for Individuals Identifying Strengths What is right with you? Who are you at your best? How are you using your Signature Strengths (the strengths that best describe you)? How can you use these to achieve optimal performance? How can you strengthen your team through you focus on strengths? 14

Performance Management Creation The basic infrastructure of a Performance Management System includes the following: Plan Act Monitor Review 15

Performance Management Phases Plan Phase Role creation and communication Act Phase Developing performance metrics Assigning responsibilities and tasks Monitor Phase Performance data review Review Phase Status assessment 16

Performance Management for Individuals Well Formed Goal Statements A way to ensure that every goal is well stated and understood is the mnemonic SMART: Specific Measurable Achievable Relevant Time Framed 17

Performance Management for Individuals Your Strengths - Exercise In the chat (or on screen), everyone provide a strength of one of your colleagues. How can you use these to strengthen your relationships and team? 18

Summary and Conclusion Performance Management is critical to an organization s successful delivery of goods or services It should be used at all levels of an enterprise to insure accountability, alignment of strategic objectives and continued improvement of processes When properly used it provides transparency and encourages the workforce 19

Assignment Create 3 SMART goals and 3 objectives. Identify 2 habits that you will implement to help you maintain alignment between your goals and objectives. 20

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