5 TIPS TO SUCCEED

PERFORMANCE MANAGEMENT TRANSFORMATION

IN PLANNING AND EXECUTING

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Let's discover how to plan and execute performance management transformation at your organisation in 5 digestible steps

PERFORMANCE MANAGEMENT TRANSFORMATIONIS BECOMING CRUCIAL AS ORGANISATIONS EVOLVE.

New performance models are focused on:

Agile goal setting

Regular feedback

Coaching Development

1.

Take into consideration more than the strategy itself.

TRANSFORMATIONTRANSFORMATION

How will you bring employees along on a journey of performance management transformation

at your organisation?

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DEFINE THE NEW STRATEGY:THE START OF THE TRANSFORMATION

Moving from a traditional annual review process to on-going feedback and mentoring is not easy. It will take time, effort, coaching and constant reminders.

ALIGNMENT

Ensure that all aspects of this strategy line up with organisational goals.

Aligning employees to the right set of objectives remains a key success factor.

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1. DEFINE THE NEW STRATEGY: THE START OF THE TRANSFORMATION

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Create your performance management strategy by:

Show employees what is expected of them.

Establish cascading organisational and team goals.*

Defining objectives

Establishing goals and processes

Being clear on how to measure progress

Rewarding achievements

Deciding what, how and how often to report

* 6 Steps To Bringing Your Performance Management Into The 21st Century,Patrick Willer, 27 June 2016

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1. DEFINE THE NEW STRATEGY: THE START OF THE TRANSFORMATION

ADOPT MODERN PERFORMANCE MANAGEMENT TECHNOLOGY

2.

A change in technology will be necessary for transformation.

Today’s modern performance management solutions focus on making ongoing feedback processes easier.

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2. ADOPT MODERN PERFORMANCE MANAGEMENT TECHNOLOGY

The solution you adopt should include:

Robust analytics

Dashboard functionalities embedded

Easy web and mobile-enabled access

An ‘anywhere, anytime’ philosophy

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2. ADOPT MODERN PERFORMANCE MANAGEMENT TECHNOLOGY

Key Considerations:

Choose a solution that is part of a unified talent management solution, so you have a complete data view of your employees.

Ease-of-use regardless of location

Rapid buy-in and adoption by employees and managers

Fast implementation and capabilities to evolve and adapt with you on your journey.

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SHIFTPERFORMANCE MANAGEMENT CULTURE

3.

The organisation’s mindset toward the purpose of performance management must change.

Performance management is an enabler of on-going mentoring and development.

Performance management is a tool to determine reward and compensation.

THE OLD WAY THE NEW WAY

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Decouple performance conversations and compensation discussions.

Instead, combine performance conversations with mentoring and coaching.

Encourage ongoing feedback and use change management teams to shift the emphasis from top-down evaluation to continuous development.*

3. SHIFT PERFORMANCE MANAGEMENT CULTURE

*Performance Management – The Secret Ingredient, Deloitte University Press, 27 Feb 2015

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4.

START THE JOURNEY OF TRANSFORMATION:

IMPLEMENT IT IN BITE-SIZED PIECES

Recognise that this IS a journey.

Roadmap your implementation into digestible chunks of changes.

Do not be disheartened by obstacles. Expect them and embrace them. It means that change is happening – and that’s a good thing.

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4. START THE JOURNEY OF TRANSFORMATION: IMPLEMENT IT IN BITE-SIZED PIECES

EXAMPLE: ADOBE’S TRANSFORMATION*

Started in 2012.

Year by year, the company accomplishes a little more of its transformation objectives.

By month 36, HR leaders were seeing the benefits…

Its employees find it much easier to start a conversation regarding performance today and are receiving better feedback than ever before.

2012Turnover levels remained very low despite an increasingly competitive talent market.

Performance Management – The Secret Ingredient, Deloitte University Press, 27 Feb 2015*

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MEASURE SUCCESS…CONTINUALLY

5.

Ensure that you can be accountable fortransformation and its benefits.

Use your performance management system’s analytics function to monitor results.

Make data-backed decisions

This is a continual cycle of improvement and adjustment as you track results and refine your process.

Identify problems

Notice opportunities

Take action in time

Adjust plans as needed

MAKE AN IMPACT

Done well, performance management transformation can have an inspiring and developmental impact on your

employees and drive value throughout the organisation.

Investing the time upfront in the planning stages will serve your organisation a lot better in the long run than trying to accomplish it in the shortest amount of time possible.

talent technology people love to use

PageUp is a global talent management software provider with customers across 190 countries, including several Fortune 500 employers.

Our award-winning SaaS platform unifies Recruitment, Onboarding, Learning and Development, Performance Management and Succession Planning, with Advanced Workforce Analytics running across all modules.

We are passionate about helping organisations automate their people processes and strategically align their human resources, to execute on corporate strategy.

Find out more about us at pageuppeople.com