Culture vs. Performance

July- 2010

Performance vs. Success

The excellent performance of individuals, teams and the whole organization is

the back bone of any business success.

Therefore the main role of any organization leadership would be to bring about

the kind of changes that would bring about the needed culture with the right

performance and the right behavior that would support such direction.

Then what would be the right process to effect such change?

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Performance Tools !!!

Effecting the performance culture, i.e. using the performance

management, planning & development and the performance appraisals

would be the right start to build a performance culture , provided that such

tools will :

have clear expectations involve sufficient feedback have sufficient coaching focus on strength “not weaknesses” allow enough time for learning have sufficient reporting and documentations “ covering the whole

duration”

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Moving forwards

For several years organizations tend to use the traditional performanceappraisal method which mainly consist of a form that is filled by the

bossat the end of the year to determine the amount of $ each employee willget at the time of the merit increment, no more no less.

This has to END.

3 steps to do that :

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Step one- appraisal new look

Performance Appraisal should become a main part of the performance management system that would include development, planning, learning, etc. Such appraisal should be based on an agreed set of objectives at all levels. Individual level, team level and the whole organization level, all directed to achieve both the individual objectives and the business objectives

As for the current traditional performance appraisals "as explained earlier" it should be demolished and not to be used any more. It drains time ,energy and $ while failing to produce results.

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Step two – basic cycle

Follow the basic cycle:1. Set expectation2. Ongoing feedback3. Coaching 4. Progress tracking5. Recognition & rewards6. Professional development

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Step three- Eagle view

Performance management with an Eagle eye view considering:

a) the "what's" and the "how's“ b) the strategic and the operational c) and at all levels; individual, team, and the whole

organizational,

With a strong focus on each individual strengths as a core starting

point to move forwards development & learning wise.

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Effective Performance Management

Organizations cannot offer to be run on a routine way, employees are

not machines , employees have feelings, have wishes, are ambitions, and would like to see that they really contribute to the business success. And as such organization must pay attention to the effectiveness of their performance management and development systems. It must drive accountability for results. A profound culture change is very much needed. This requires involvement in objectives setting , coaching, feedback, mentoring ,etc and an implementation support all the way through.

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To summarize

In high performance cultures, leaders clearly articulate a strategic framework of mission, vision and values, strategic goals, and measurable KPIs . They take the accountability for managing service-oriented, efficient business processes and structures. They engage their employees and work hard to learn their strengths

and preferences. They manage their talented employees very well and encourage

ongoing learning. They continuously communicate openly/ transparency at all levels.

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Get rid of the traditional performance appraisals and move to the concept of Performance Culture using the performance appraisal tool that includes ongoing feedback on observable / measurable performance outcomes; a focus on individuals strengths and the future; employees engagement with their goal / objectives -setting and self-appraisals; and drive employees to contribute in meaningful ways to the business success.

Thank you

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