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OKR Implementation Handbook to align teams and faster growth
Take this diagnostic survey to understand the gaps between your strategy design and its execution
Take this diagnostic survey to understand is your organization ready for the future of performance management or not.
Future is about building habit of agile thinking, planning and execution across teams
Launch diagnostic tool
The current purpose of your Performance management process & practice is to:
Do you have clearly define 3 to 5 company-level goals that the company has to achieve in a financial year ?
Is everyone in the company(including the lowest level employee in company) aware of what the company-level goals are in a financial year?
How your team members create their goals/objectives
How often the manager and team member review the progress on the goals
An employee can clearly state that which of his/her goal is contributing towards achieving which company-level goal
How often the team members receive feedback from the manager on how they are performing on their goals/objectives & behaviours they should display at work?
Do your goals/objectives(WHAT) includes the milestones/metrices(HOW) to measure progress against those goals ?
Per your current process, how the rating calculation is done on the defined goals
What is the common goal-setting culture in your company
Your CEO takes special interest in the Performance Management Practice & belives that PMS should support execution on the annual operating plan & company strategy
What is the level of transparency you want for the goals in your company?
As an HR leader, do you believe that the traditional performance management practices and process needs to be redefined
Are you able to track the progress on the team member goals on real-time basis
Is leadership across all key functions involved in creating & improving the performance management practice, design & process ?
The outcome expected from the new performance management process & practice implementation is to: