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To develop an appropriate performance management process to fit your culture, size and goals.

Whether you are looking to improve and update what you already have, or whether you are looking to put in place a brand new process we can help at various stages.

• Design and implementation of a performance review process (including documentation that captures objective setting, review, feedback and personal development planning)
• Engagement activities to ensure the performance review is a continuous process throughout the year, with an expectation that this is formalised at regular intervals.
• Learning activities to ensure both the reviewers and reviewees are well equipped to participate in and make the most of the process

There are many benefits that our clients experience from having a robust performance management process – a few of them are listed here.

• Alignment of Organisation, team and individual performance
• Clear expectations and prioritisation that enable focussed effort on key business enablers
• Enhanced performance at all levels
• The daily life of a Manager should be easier as there are clear ways to share expectations and manage and review performance. Opportunities to either support employees who need additional support or to empower those who are flourishing are identified much sooner than they may otherwise have been.
• Enhanced motivation, engagement and performance from employees who feel valued as they see how their contribution adds to the bottom line.

We have been running a performance management Master Class for an organisation for the past 3 years. In a recent third party audit the following data was generated:-

• 90% plus of employees had completed a performance review.
• 85% plus of the objectives were seen as SMART (Specific, Measurable, Achievable, Realistic and Timebound)

Both of the above were significant shifts from the previous audit.

“Good course, enjoyed it and will now apply in my role as team leader”
“Very enjoyable course and the day flew by.”
“Very good. This should be compulsory for all new team leaders.”

Delegate ratings = sample size 93 delegates
Excellent 52% Good 48% Average 0% Poor 0%

To optimise how teams work well together

There are many reasons that may inhibit teams from giving of their best. Our work will always start with an appropriate method of diagnosing what the real issues may be. This often takes the form of face to face discussions with each team member followed by actions that may take the team forward.

• One to one diagnostic discussions
• A team event to explore ways of becoming even more effective
  • Shared goals and expectations
  • Clarification of roles
  • Examination of how the team interact
  • Opportunities to develop relationships within the team
• Agreement amongst the team members and how to drive and sustain improvements
• Follow on support and evaluation

Quality time spent reflecting on how a team functions and how it could be even better can all too often be seen as a luxury. However, there are many tangible paybacks that our clients experience.

• Clear goals that all the team buy in to
• Better use of the expertise of team members
• Improved communications
• Resolution of specific problems
• Increased motivation and performance as it becomes a better place to work

Our client felt that there may be issues inhibiting the contribution of his department to the service they provided to their organisation. Following a research phase, we facilitated a process that heightened self awareness for individual team members, explored what effective team working could look like, provided an opportunity to spend time with their own team and put time aside for them to develop and propose how things could be better.. This culminated in the adoption of many recommendations that came from a cross section of the team.

The specific goals of coaching are clearly to be determined by the coach and coachee and they normally span either performance, development or career coaching objectives. The aim is to unleash potential at the individual level.

Focus on the goals of the coachee is maintained and monitored throughout all our coaching activities.

Many clients have expressed tangible benefits as a result of the coaching provided. These include:-

• Significantly enhanced ability to develop own team members.
• The confidence and ability to appropriately tackle poor performance issues within their business, and thereby subsequently achieving business targets.
• Improved relationships, both occupational and personal, by heightened self awareness and a framework to modify behaviour.
• Achieving a clarity of career goals, developing the confidence to achieve these goals and subsequently securing a new role sooner than expected.

Coaching is offered on an ad hoc basis but also as part of other activities where support at the individual level helps to embed a programme of change.

“I was most satisfied with the flexibility taken within the coaching sessions to maximise the benefits for me”