In business preparing a well thought out business plan is critical to realising your strategic goals. But once you have wrapped up your strategic discussions, and finalised the content and format do not be fooled into believing the hard work is complete
How then do these documents and conceptual statements translate into the many tasks, duties, targets and behaviours necessary to collectively achieve the overall result? How do you mobilise, direct and motivate the efforts of teams and individual staff members towards your strategic intent in very real and tangible ways?
Coaching for Leaders
The answer is – Performance Management. Attention to planning, monitoring and evaluating performance is a critical link between impressive business plans and the results they promise.
Performance management is an essential planning tool to align individual and team activities with organisational objectives. An effective performance management system should:
- Facilitate effective leadership behaviours and relationship building between managers and employees
- Align individual work planning and management with business priorities
- Promote a learning organisation, building internal capability through a focus on continuous learning and development at all levels of the organisation
- Recognise high performance, including achievement of excellence, continuous learning and skill development
- Provide support and direction to those employees not performing to agreed standards
- Build a commitment to organisational culture by demonstrating key organisational values and professional behaviours
- Articulate clear career paths for staff.
Key Factors Impacting the Effectiveness of Performance Management
Not all performance management systems or practices are created equal. Why then do some approaches yield outstanding business results and committed employees, while others seem like little more than a bureaucratic exercise in form filling?
Our extensive experience in people management, leadership, performance management and the optimisation of employee potential suggest four key factors which underpin the success (or demise) of performance management systems.
The factors that will fatally undermine performance management efforts are:
- Inappropriate structure (forms, processes, procedures)
- A culture of blame, excuses, avoidance and denial to the detriment of positive problem solving
- A single-minded exclusive focus on performance pay outcomes
- Lack of management skill
Working with psychologist experienced in this field is a great way of supporting you to define, optimise and shape the performance of your team and the individuals within.
Author: Ainsley Salsbury, BA(Psych)., Post Grad. Dip. App. Psych, BBus (HRM).
Ainsley Salsbury is the senior psychologist at Vision Psychology, with a breadth and depth of experience in addressing workbased stress, bullying and interpersonal conflict. As well as her credentials as a psychologist, she has a Bachelor in Human Resource Management, and has worked in specialist capacities within large organisations, and consulted extensively as a Corporate Psychologist.
She has spent 12 years of her professional life working with clients from a wide range of backgrounds from Corporate Executives, lawyers and accountants to those in manufacturing, correctional services, health, government, school children and recent humanitarian (refugee) entrants to Australia.
Her work in the field of stress and workplace issues is enriched by her largely Cognitive-Behavioural therapeutic orientation, extensive insight into Organisational Dynamics and Behaviours, knowledge and application of a wide variety of Management and Leadership Models, and a fierce commitment to achieving practical outcomes for her clients.
You can book an appointment online with Ainsley Salsbury, or freecall 1800 877 924.