How Culture Strategies Impact Performance Management
In a recent study, researchers found that one of the key obstacles to successfully executing a business strategy was the lack of ownership of the strategy or execution plans by key employees. Creating alignment between employees and the business strategy is a key driver of employee engagement.
Developing & Validating Your Core Message
First, I will help you design a communication plan that will drive employee understanding of company strategy and the reasons behind it. Focus groups are a great way to test the message and give employees a say in how they’d like to hear the message conveyed, which improves employee engagement.
Defining Leadership's Role
My next step is helping senior managers understand their role in the process and helping them bring the company strategy to life for their employees. This step sets the proper organizational climate for the company strategy.
Devising an Interactive Approach
During this step, I assist your management team, in cooperation with key line employees, in establishing employee onboarding processes that support your company and an employee recognition system that reinforces the importance of the company strategy.
To prove the value of helping employees connect to the business and work at measuring HR alignment, it is critical to establish clear outcomes and organizational goals at the outset. I will help you develop a few critical metrics that can be measured over time and will definitively determine the success of the company strategy.
What is Performance Management & Employee Alignment?
Performance management is not an annual performance review meeting. It is not preparing for that meeting, nor is it a self-evaluation. It’s not a performance review form, nor is it a performance management tool. Many organizations use performance management tools and forms to track organizational goals and improvements, but they are not the process of performance management.
Performance management is the process of creating an organizational climate in which people are empowered to perform to the best of their abilities.
What Employee Alignment Is NOT
- Employee engagement is not about satisfied employees: Satisfied employees do not seek to drive business results.
- Employee engagement strategies are not about happy employees: Happy employees impact organizational climate but may lack a commitment to impacting organizational goals.
- Companies must focus their efforts on improving employee engagement through proper goal setting and aligning employees with the company strategy.
My Process for Performance Management
Performance management requires that everyone in your organization shares responsibility for its success. My role in the process is to serve as your strategic partner in accomplishing the desired outcomes of the performance management system
“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow. It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”
Jack Welch, Retired CEO, General Electric
I will help you define organizational goals, what needs to be done, and suggest the approach that should be taken
Next, I’ll assist in developing the performance management tools and the leadership and employee training that needs to be implemented to accomplish the plan
I’ll coach your managers and leaders to track the actions necessary to improve organizational effectiveness.
I will help you design the formal performance review and feedback system that will deliver the results of employees’ efforts
“In the past, we have hired Ed for numerous HR related projects. He has always been timely and thorough with his completion of projects. More recently, though, we have utilized Ed in decision-making to resolve some issues. Ed is very professional and we rely on his expertise and knowledge to make sound decisions.”
“I have worked with Ed for years but this was the first time that I used his consulting services. He and his associate were really great. Came in on very short notice and were very professional. Also, they were flexible and as the investigation continued, we realized that we needed some additional information and support and they provided just what we needed! Great Job!
“Ed is a great resource to have in your corner and demonstrates expertise and trust that few can match. In addition to using his services for compensation and AAP issues, lately I’ve utilized his talents in an executive training capacity and our firm was very pleased. Working with Ed has always been refreshing and he is the ultimate professional.”
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