Question

analyse the contribution of performance techniques in organisational processes.

Answer 1

A performance management system is not only crucial for employee training and development, but for organizational alignment as well. It offers:

• Performance Reviews and Goal-Setting. On the platform, employees can set goals that are tied to organizational objectives and review those goals at any time. Managers and executives can easily track the progress of these goals and ensure they are being met.
• Competencies and Skills Matrix. Managers can use the system to gain insight into workers' skills and close any skill gaps that may exist. They can also match the right employees to certain tasks and align talent to the organization.
• Continuous Feedback. Through the platform, organizations can promote an environment of continuous feedback and coaching of employees by their manager. Managers can communicate with employees about their performance and goals and offer real-time feedback, forging stronger relationships.
• Observation Checklist. With this tool, employees' skills are automatically recorded in real time and their competency is assessed. This process eliminates the need for paper-based evaluations, which only add to the complexity within an organization.

There are a variety of different techniques that can be adopted by organisations to help manage and develop talented individuals effectively.

1. Set SMART objectives

According to research by the Chartered Institute of Personal Development (CIPD, 2016), over 25% of employees are unhappy with their development opportunities. This is not only demotivating employees but also affects the performance of the business, through high staff turnover rates and a damaged employer brand.

Setting SMART objectives should be a collaborative process that provides clarity on the individual’s goals and how they can be achieved. SMART objectives are, measurable, attainable, realistic and time-bound – providing real transparency about what’s required from the individual.

2. Empower your employees

The concept of empowerment has been a ‘buzz-word’ for many years, but many managers genuinely struggle with how to empower the talented individuals in their teams. Is it just about delegation? Or something more?

The ‘Multipliers’ philosophy outlines how managers and leaders can get the most from their teams and build outstanding levels of engagement and commitment. It provides a clear, accessible framework that helps managers and leaders to achieve more with less by optimising the talent, performance, motivation and engagement of their team.

3. Provide continuous coaching

Most learning and development happens on-the-job; even when an individual has attended some formal training, their ability to put new skills or ideas into practice reflects the coaching and support that they receive from their line manager.

Regular coaching provides an opportunity to share feedback on achievements and problems and discuss the best way to tackle any challenges.

There’s no point setting SMART objectives which stretch and empower talented individuals if they are left unsupported as they face new challenges. Managers must provide ongoing support and coaching to help each individual to learn and grow.

4. Encourage individuals to suggest improvements

Managers should take the time to listen and encourage innovation. Individual team members often have valid and creative suggestions for improvements to key ways of working, which if implemented can improve efficiency. Providing individuals with the opportunity to contribute in this way improves their engagement, motivation and sense of place or belonging within the organisation.

Some of these changes might carry an ‘upfront’ cost for the business which will need to be justified through a business case, but if successful they will give individuals the opportunity to do their job more effectively and boost morale, resulting in a long-term benefit for the business.

Highly successful organisations often develop the ability of managers to lead this type of creative thinking and change with their teams, to deliver continuous improvement for the business.

5. Carry out 360 degree feedback

360 feedback is a valuable development tool which allows the individual to understand how their manager, peers, reports and other colleagues see their performance and behaviour at work. It provides a fresh, revealing perspective which allows talented individuals to understand how they’re performing and plan personal development.

However, it is a relatively resource-intensive process. For 360 feedback to be fully successful it’s important that the colleagues providing feedback do so in a way which is constructive and developmental. The individual should also have some 1:1 time with their manager or an independent coach to help them to review the results, maintain a balanced perspective and plan any resulting development.

It’s important that the 360 report feeds into the individual’s overall development plan, so that the key development needs are monitored and supported as part of the individual’s ongoing development.

6. Conduct formal performance reviews (appraisals)

There have always been debates about the effectiveness of the annual appraisal process. However, its certainly true that when the process is done well both individuals and managers benefit from a regular formal review, which confirms achievements and development needs.