5 Tips to Succeed in Planning and Executing Performance Management Transformation
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The document outlines five key steps for successful performance management transformation, emphasizing the need for a strategic shift from traditional methods to ongoing feedback and coaching. It encourages adopting modern technology, changing organizational culture, implementing changes in manageable increments, and ensuring accountability through continuous measurement of results. By approaching transformation thoughtfully and systematically, organizations can enhance employee development and overall value.
5 Tips to Succeed in Planning and Executing Performance Management Transformation
- 1. 5 TIPS TO SUCCEED PERFORMANCE MANAGEMENT TRANSFORMATION IN PLANNING AND EXECUTING + - ?
- 2. Let's discover how to plan and execute performance management transformation at your organisation in 5 digestible steps PERFORMANCE MANAGEMENT TRANSFORMATION IS BECOMING CRUCIAL AS ORGANISATIONS EVOLVE. New performance models are focused on: Agile goal setting Regular feedback Coaching Development
- 3. 1. Take into consideration more than the strategy itself. TRANSFORMATIONTRANSFORMATION How will you bring employees along on a journey of performance management transformation at your organisation? Continued on the next page DEFINE THE NEW STRATEGY: THE START OF THE TRANSFORMATION
- 4. Moving from a traditional annual review process to on-going feedback and mentoring is not easy. It will take time, effort, coaching and constant reminders. ALIGNMENT Ensure that all aspects of this strategy line up with organisational goals. Aligning employees to the right set of objectives remains a key success factor. October ...continued from previous page 1. DEFINE THE NEW STRATEGY: THE START OF THE TRANSFORMATION Continued on the next page
- 5. Create your performance management strategy by: Show employees what is expected of them. Establish cascading organisational and team goals.* Defining objectives Establishing goals and processes Being clear on how to measure progress Rewarding achievements Deciding what, how and how often to report * 6 Steps To Bringing Your Performance Management Into The 21st Century,Patrick Willer, 27 June 2016 ...continued from previous page 1. DEFINE THE NEW STRATEGY: THE START OF THE TRANSFORMATION
- 6. ADOPT MODERN PERFORMANCE MANAGEMENT TECHNOLOGY 2. A change in technology will be necessary for transformation. Today’s modern performance management solutions focus on making ongoing feedback processes easier. Continued on the next page
- 7. 2. ADOPT MODERN PERFORMANCE MANAGEMENT TECHNOLOGY The solution you adopt should include: Robust analytics Dashboard functionalities embedded Easy web and mobile-enabled access An ‘anywhere, anytime’ philosophy Continued on the next page ...continued from previous page
- 8. 2. ADOPT MODERN PERFORMANCE MANAGEMENT TECHNOLOGY Key Considerations: Choose a solution that is part of a unified talent management solution, so you have a complete data view of your employees. Ease-of-use regardless of location Rapid buy-in and adoption by employees and managers Fast implementation and capabilities to evolve and adapt with you on your journey. + ...continued from previous page
- 9. SHIFT PERFORMANCE MANAGEMENT CULTURE 3. The organisation’s mindset toward the purpose of performance management must change. Performance management is an enabler of on-going mentoring and development. Performance management is a tool to determine reward and compensation. THE OLD WAY THE NEW WAY Continued on the next page
- 10. Decouple performance conversations and compensation discussions. Instead, combine performance conversations with mentoring and coaching. Encourage ongoing feedback and use change management teams to shift the emphasis from top-down evaluation to continuous development.* 3. SHIFT PERFORMANCE MANAGEMENT CULTURE *Performance Management – The Secret Ingredient, Deloitte University Press, 27 Feb 2015 + - ? ...continued from previous page
- 11. 4. START THE JOURNEY OF TRANSFORMATION: IMPLEMENT IT IN BITE-SIZED PIECES Recognise that this IS a journey. Roadmap your implementation into digestible chunks of changes. Do not be disheartened by obstacles. Expect them and embrace them. It means that change is happening – and that’s a good thing. Continued on the next page
- 12. 4. START THE JOURNEY OF TRANSFORMATION: IMPLEMENT IT IN BITE-SIZED PIECES EXAMPLE: ADOBE’S TRANSFORMATION* Started in 2012. Year by year, the company accomplishes a little more of its transformation objectives. By month 36, HR leaders were seeing the benefits… Its employees find it much easier to start a conversation regarding performance today and are receiving better feedback than ever before. 2012 Turnover levels remained very low despite an increasingly competitive talent market. Performance Management – The Secret Ingredient, Deloitte University Press, 27 Feb 2015 * ...continued from previous page
- 13. MEASURE SUCCESS… CONTINUALLY 5. Ensure that you can be accountable for transformation and its benefits. Use your performance management system’s analytics function to monitor results. Make data-backed decisions This is a continual cycle of improvement and adjustment as you track results and refine your process. Identify problems Notice opportunities Take action in time Adjust plans as needed
- 14. MAKE AN IMPACT Done well, performance management transformation can have an inspiring and developmental impact on your employees and drive value throughout the organisation. Investing the time upfront in the planning stages will serve your organisation a lot better in the long run than trying to accomplish it in the shortest amount of time possible.
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