Creating a Performance Management Culture
Do you have a performance management culture in place as well as your performance system?
Many organisations believe that if they buy a performance management system their excellent performance is guaranteed. This isn't the case. A system provides an efficient, and robust method of data collection, monitoring and performance reporting. You can use this system as a driver for cultural change.
If you've no system in place, if you have a system but its not working for you or even if you already have Covalent to support the management of your performance, then read on!
Your performance management system is the central force behind your performance management framework.
We want to support you in developing a robust, resource effective and efficient PMF.
Talk to us...
Our consultants have significant experience in a corporate performance environment in a range of organisations and business sectors. Tell us where you think you are at with your culture and where you’d like to be.
Ring the Account Management Team now for an informal discussion 01823 323239 or email am@covalentsoftware.com
With robust, up-to-date information for better informed decision-making, you will be able to:
- Win over managers and staff with a simple, responsive tool
- Map out a ‘golden thread’ from LAAand business plans to individual objectives
- Focus your efforts and prioritise effectively
- Run management meetings with live, assigned actions, ensuring accountability
Easy System Access
The key is for access to the system to be easy and devolved across all levels of the organisation.
A system’s simplicity –yet responsiveness –can win over your managers and staff and encourage them to use this tool as they would their ‘to do’ list. The golden thread from your Local Area Agreement, Corporate and/or Business Plans through to your own individual personal objectives can be mapped out in the system, and a simple traffic light approach can help focus your efforts and prioritisation process.
Team Meeting Actions
A focus on performance at team meetings.
Your staff, partners and Councillors/Board members can be trained on the system –the level of training matching the appropriate level of enquiry. Your management meetings can run with ‘live data’ with your service managers explaining their progress. Full discussions on any appropriate remedial action can be held –improvement actions can be agreed and recorded on the system there and then, ensuring accountability.
Performance Benefits
- Your Performance. Individual, service, organisational and partner performance will become a focus for discussion, reporting and action
- Your Data. Your system will give you robust, accurate and timely information
- Your Councillors/Board Performance ‘Champions’. As your figures are up-to-date, your Councillor/Board performance ‘champions’ will be much better informed
- Your Decision Making. Your decision-making process is much more robust as decisions are formulated on current and accurate data
- Your Staff. Staff can see exactly how their day-to-day work contributes to the visions and objectives of the organisation and can feel more aligned with the future direction
- Your Organisation. As performance becomes more of a focus, given the timeliness of the data it can provide healthy competition within teams and across services
Deliverables
| Performance Management System. We will analyse your existing PM system, including its contribution towards developing a PM culture. |
Performance Management Framework. We will assess your current PM framework, i.e. how, when, where and by whom your performance is reported. |
Strategies. We will identify the linkages between your performance, finance and risk strategies. |
| Escalation. We will assess the strength of your escalation process. |
Current documentation. We will provide a critique on your current documentation in line with performance reporting. |
Benchmarking. We will identify the extent of benchmarking within your organisation which provides a focus for excellence performance. |
| Staff opinions. We will test out with your managers, staff and Councillors/Board members their views on a performance culture and the existing mechanisms for reporting. |
Performance targets. We will identify how your managers set stretching performance targets. |
Training and guidance. We will provide training and guidance on improvements to maximise the performance culture based on good practice.
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The need for involvement of IT during the implementation was minimal. The whole process took around 4 weeks altogether. Given how complex the whole thing can be it didn’t really seem to take that long. Of all the IT companies that I have dealt with over the years, Covalent are certainly the best.