​What if you could be confident that your performance appraisals and one-to-ones were not only taking place, but most importantly, they contributed to your organization achieving its intended results.  Would I get your attention?

As the economy slowly begins its rise from this painful recession, businesspreparation for recovery will likely be different than it has in the past.  What’s being predicted is a ‘jobless rebound’ in which companies opt for continuing with their current workforce rather than ramping up to previous levels.  Their strategy is to get more results from the same number of people . . . or perhaps fewer.  The issue is that they do not have the tools to make this strategy work.

One of the widespread weaknesses in organizations is the lack of effective and popular performance appraisal tools.  Most organizations either have a system that doesn’t lend itself to authentic, inspiring review and performance improvement -- or one that does not supply relevant data upon which to base a meaningful assessment.

Moreover, most executives and managers ignore or procrastinate their responsibilities in this area because they simply don’t know what to say to their direct reports.  Their attention too often focuses on what’s missing in the behavior and performance of their people, and so they are uncomfortable and ill equipped to have what can be difficult conversations.

Performance improvement programmes, on which somebody’s job ultimately depends, are implemented with a distinct lack of commitment and rigor.  A successful performance management solution must include three key elements:

1.  Agreement on behavioral and performance expectations

2.  Efficient, consistent and FOCUSED support through the year

3.  An automated system for tracking and measuring performance and feeding back performance outcomes

Now is the time to start looking to ensure your performance management system is capable of producing the results you want and need.  As you evaluate your system, ask yourself the following:

1.  Does our system support the alignment of expectations and behaviors to our strategy and desired outcomes?

2.  Does everyone (not just the senior team) have measurable, achievable goals?

3.  Is there an agreed process for review that allows for mid course corrections and genuine two-way, honest dialogue?

4.  Does EVERYONE in the organization have faith and trust in the system to help support the improvement of individual behavior and performance?

5.  Does the system allow you access a visible dashboard so you can have an instant snapshot of the results being produced by everyone on a particular team or in the entire organization?

Performance Improvement and Appraisal systems CAN BE effective in the overall management of your business with a few simple steps and affordable tools.  For more information on using these processes within your organization, contact me at kim@ascentcoach.com or 801.272.3534.