As organisations develop into more agile environments, employees are working not only for their direct line manager, but several project managers. Constant feedback to and from all these different stakeholders is crucial and performance methodologies and systems must be able to capture this input.
Coupled with the growth in less hierarchical structures, business strategies and objectives are changing rapidly. Organisations are often hard pressed to keep individual targets aligned with overall strategy and with the in-built flexibility to change according to new priorities.
An effective performance management system facilitates feedback, promotes employee engagement and gives leadership a view of the needed skills in the workforce, now and in the future.
Before jumping to conclusions, we take a look at the specific challenges you’re facing. Based on this analysis, we can help you with
(re-)designing your performance management system
linking your performance system to other processes and systems, such as rewards, strategic workforce planning, employee engagement and retention, training and development
embedding your performance management system in the organisation through a thorough change and communication management programme.