Seven Ways to Revitalize Your Organization's Performance Management Solution

How to aim towards the optimal return ofinformation they use, b) how they use the
investment in using a performance managementinformation, c) what they are doing differently,
solution? From my experience, here are the topand d) what the noticeable differences are
seven ways to instantly revitalize yourbetween the motivation levels within that business
organization's performance management solution:unit and others within the organization.
1. Conduct an organizational assessment - It is4. Develop a plan that demonstrates results within
crucial to use the right assessment toola short period of time. Chances are if your
performing the right diagnostic/assessment toorganization is having a difficult time implementing
identify the cause(s) of the organizationalan effective performance management solution,
problems. I typically use the following toolsthere is bound to be skeptics. When you develop
sequentially to conduct an organizationalyour plan to improve the use of your
assessment, which includeperformance management solution, you will want
- Short interviews. At the onset, interviews shouldto develop one that quickly wins the confidence
be conducted no longer than 15 minutes each withof your employees. I usually work with my clients
a few key stakeholders, executives, seniorto develop a plan that produces noticeable
managers and front line managers.achievements within the first three weeks and
- Organizational assessment survey. Surveysgenerates breakthroughs on a regular basis
should then be conducted with people across thethroughout the life of the project.
organization from executives down to your front5. Get the right people involved at the beginning. I
line staff. I typically design surveys with two keyam amazed by how many projects I hear about
characteristics:1) the surveys is short, e.g. itwhere the "key players", e.g. front line employees,
typically takes respondents not more than 15stakeholders, and customers, were not even
minutes to complete the survey and 2) theconsulted when the organization developed its
survey covers topics ranging from howperformance management/measurement
performance information is communicated toframework and solution. I can't stress more how
employee confidence in data quality.important it is to ensure that 1) you know what
- Follow up interviews. Once the assessmentyour customers and stakeholders expect, and 2)
survey results are analysed, I will conduct followthat you have the support of those people who
up surveys of areas where results showare responsible for delivering the results.
significant differences from what was reported in6. Develop tools and not reports- If you want to
the survey.get employees excited about achieving
- Data quality assessment. I usually like to validateorganization's results don't produce reports just to
the results of the surveys and the interviewsmeet corporate policy, provide management
with what is being reported in the organization'sinformation to all employees within the
business plans and within its management reports.organizations that enable them to be more
2. Conduct a review of best practices - Much canefficient and effective. If your employees are
be learned by organizations that have had similargiven effective management tools that truly
issues to yours and developed strategies toassist them and make their employment
overcome them. The tricky part is finding anexperience rewarding and fulfilling you will see
organization that is similar enough to your ownnoticeable performance results very quickly.
and will release such information. The Baldrige7. Develop performance improvement teams is
National Quality Institute publishes a list of awardthe easiest way to get employees focused on
recipients that have been recognized for theirorganizational improvement. Not many
commitment to performance improvement. Youorganizations have this in place but the concept is
may find a listing of award recipients at and itquite simple. Employees meet with managers and
might be worth the effort to speak with one ofan executive champion on a regular basis to
the organizations listed. I think finding anreview how and what they are doing is
organization that mirrors yours is not necessary,contributing to the organization's goals, and how
you only need to find one that is willing to discussthey can improve that contribution by developing
how they overcame some of the same issuesan action plan. Some organizations use this model
that you might have.and tie the team's performance to a portion of
3. Look for a business unit within your organizationthe employee's compensation.
that uses performance information effectively. IThere are many other ways to improve your
have yet to come across an organization thatorganization's performance management initiative;
does not have at least one business unit that ishowever, I believe it is easier to achieve your
effectively using the organization's corporateorganizational success with the engagement of
information. By speaking to the employees withinyour employees.
that unit you should try understand a) what