It’s amazing how so may organisations are running somehow without performance management systems in place! Yes performance is expected to be the best, but unfortunately steps are not taken towards performance management consulting.
When do such organisations actually start looking at performance management consulting? When quality starts dropping, there is an increase in customer complaints and attrition levels go up. Its only when issues start hitting us that we tend to wake up and take a close look at the reality. Other wise we are all really like the ostrich that simply hides its face in the sand to so-called-avoid the danger outside!
So why is performance management consulting so important and how can it help your organisation?
Let’s have a look at some of its broad steps to understand this:
Looking at the gap – Performance Management Consulting helps you assess your organisational success. Whether you are at the levels of performance that you desire to be or if there are any gaps existing in the same. In short, it helps you take a good look at where you are vis-a-vis where you want to be.
Filling in the gap – Next it helps you understand in what way you can fill in the gap that exists. There are many organisations that tend to believe that training is the only solution to every problem that exists. Being a part of a training organisation, I can tell you confidently that that’s not the case. Performance Management Consulting helps you identify what is. It may be technical training, soft skills training, coaching, a change in processes or simply just installation of a suitable Performance Management system! Which gets me to my next point.
Tracking the change – Now this is a step that many organisations tend to forget. They get the required training and all the other solutions that Performance Management Consulting has suggested to them, but forget to track the change created. Now why is this important? Because if you don’t track and measure the change, you won’t know whether you are headed in the right direction or not. You also need to measure the amount of change created to see if the solution you used was creating a substantial change or not. After all, the solution needs to be more than a make shift or quick fix arrangement! This could mean setting clear goals and expectations, creating Key Performance Indicators, having quarterly reviews and feedback sessions, rewards and recognition, etc.
Sustaining the change – Needless to say, we need to ensure that the Performance Management Consulting we have done lasts us. It should not be an activity that we need to repeat year on year. For this we need to ensure that there our systems are in place and we are independent to take on the activities on our own.
This is how Performance Management Consulting can help you and your organisation ensure that your employees are always up to the mark and are independent enough to ensure it!