Employees can contribute to either moving your organization towards success or away from it. Building a company culture that manages for high-performance requires adopting ever-critical communication techniques and influencing skills.
Though obviously managing employee performance is advantageous enough, it also allows using outcomes of the Performance Management process for other organizational functions as well. To name a few:
The Big Picture
Review organizational goals to define success. Ideally follows strategic planning process and aligns to Strategy Map and Scorecard.
Followup, constant contact, and feedback with employees enables them to stay focused on what matters.
Leadership develops job descriptions for roles that will help the organization achieve its goals. Employees are afforded the visual of how their work relates to the success of the entire organization.
Career Development Planning
Root causes to strengths and opportunities are first identified and explored. Then strategic action items are mapped to close performance and potential gaps.
Performance management linked to what is required and expected of the role and the organizational goals. Visible linkage results in a more engaged and high-performing workforce.