Performance Management

It’s hard to argue against the value of having an entire workforce crystal clear on what’s expected of them, how well they are doing against those expectations and how they can improve.

Being able to commit the time necessary is another story. Our approach to performance management is to create a link between the process and the achievement of business objectives. In other words to integrate it into the business as opposed to leaving it as an annual “event.”

Read the following excerpt from Forbes, December:

“Is there any organizational practice more broken than performance management? Not if you concur with Marc Effron & Miriam Ort who state “perhaps no talent management process is more important or more reviled than performance management.” In fact, it draws universal agreement on several fronts:

everyone hates it – employees and managers alike

nobody does it well – it’s a skill that seemingly fails to be acquired despite exhaustive training efforts, and

it fails the test of construct validity – it doesn’t do what it was designed to do, i.e. increase performance

Traditional performance management programs have become organization wallpaper. They exist in the background with little or no expectations for impact. Yet despite its poor popularity, the concept of performance (at an individual and organizational level) is critical to business success. It can’t just be ignored.”
— Sylvia Vorhauser-Smith, Contributor
Forbes, December 2012

Our branded and customized tools include:

  • Performance review process and tools
  • Program implementation
  • Coaching process
  • Policy documentation
  • Recognition program documentation
  • Retention plans

We welcome you to contact us if you have any questions, need more information or would like to schedule a meeting.