Performance Management and Agility

John Krautzel
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Performance management has transformed the way organizations utilize employee input and create strategic goals. Whereas employee performance reviews solely focused on the employee in the past, companies now request feedback from employees regarding how they can better improve their processes, procedures and product line for the future. Agility plays a significant role in how companies succeed when incorporating their employees into discussions and planning.

Developing a performance management system requires flexibility. A company must adapt to industry trends, evaluate successful practices already in place, and design a system that has a logical and realistic flow to better the overall company environment, brand and culture.

Seek Out Engagement

Your employees should be at the heart of how you manage performance. Engage your employees, managers and members of senior management to identify aspects of the company's operations that need improvement to create new procedures, viable products and successful management strategies. Employee input is valuable, especially when your staff is on the front line, interacting with clients and communicating with coworkers on a daily basis. Host workshops, seminars and social activities that offer your employees a comfortable environment to provide feedback and offer suggestions for improvement. Show that you value the input from your staff and incorporate their ideas to boost morale and motivate employees.

Reap the Benefits of Agility

Your company's efforts to create a performance management system that is agile and flexible can ultimately boost your talent pool. For example, when the company culture is cohesive and encourages feedback from employees, word travels fast. Your firm may attract a larger, more competitive talent pool when potential applicants learn about the flexible working environment. Agility in performance management also encourages collaboration. For example, collaborative activities have increased in the workforce by 50 percent, according to the Harvard Business Review.

Perform an Assessment

It can be challenging to implement multiple changes when your organization needs to transform itself. However, an assessment may be one way to identify your employees' top priorities. Consider how your company operates, and evaluate how employees view feedback and coaching. Conduct surveys with your staff to assess what activities drive performance management within your current culture. Managers should also determine how evaluating performance aligns with the business. Collect data to quantify your results and to pinpoint the most pressing issues that could be hindering employee performance or client acquisitions.

Managers should spend ample time evaluating their company's mission and goals and then identify how performance management can help them to fulfill these goals. Input from employees is crucial when transforming methods of delivering feedback and coaching practices. Improve your internal processes and practices to ultimately better manage performance of your employees, which ultimately enhances how your clients are served.

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