Performance Management
It is generally recognized that what gets measured gets done. Indigo Consulting not only helps clients understand, develop, implement, and quantify the effectiveness of their human resource programs and policies, but we endeavor to assist employers in the creation of measurable results through their people.
To thrive in a dynamic and competitive business environment, a strong connection must exist between you, your management team and your people, your Human Capital - your most valued asset. We help companies boost their performance by training people to do the right things as well as identifying those work behaviors (competencies) that are associated with successful results.
Performance management concerns the setting of business objectives throughout the company that are aligned with strategy, as well as personal development plans; the coaching of subordinate staff throughout the year to achieve those goals; and finally, the review of actual performance against those targets.
To identify business objectives many companies use the Balanced Scorecard, a combined management and measurement system that works on the principal that in order to achieve financial targets, the company needs to understand what its customers like and don't like about their products or services, and close the gaps by improving internal processes such as response time or product quality. This is achieved through the training & development of staff, and ensuring that they have the necessary resources to work effectively.
Performance Coaching
- Understand their role and accountabilities as a performance and development coach to their employees.
- Effectively use their coach role in guiding and motivating performance.
- Understand the role of competencies in performance feedback and coaching for performance.
- Examine essential skills of coaching, including effective listening and providing performance feedback.
- Accurately diagnose performance issues, as well as employee learning and development needs.
- Prepare for and conduct a coaching discussion with an employee, having assessed one's own strengths and areas for development through a self-assessment questionnaire.
- Provide effective performance feedback on a continuous basis and develop skills to reset direction, where necessary.
- Review next steps with their employees in terms of reviewing objectives, making accountability explicit and reinforcing performance efforts.
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Raising The Bar
- Ensure there is "line of sight" between an organization's strategies and the goals/ targets of individuals-so people execute the organization's strategy, not theirs.
- Establish a shared understanding of "what" is to be achieved (the targets) and the "how" (the behaviors).
- Ensure that decisive and constructive dialogue occurs.
- Demonstrate how to manage self and others so that people can achieve.
- Ensure that people are doing the right things in the most effective ways, to the best of their ability.
Training
- Understand the manager's role in improving performance.
- Give candid feedback, enabling others to change - and perform better.
- Relate to developmental aspirations of individuals in ways that are realistic, yet motivating.
- Communicate exactly how rewards link to organizational and individual performance.
Reward Alignment
- Develop an overall communications strategy.
- Decide the best combination of base salary, incentives (short- and long-term), benefits, and other reward methods to reach business goals.
- Develop the reward program, including all tools and processes.
- Test and gain approval of programs.
- Assess overall financial and individual impact.
- Write communication materials, plan documentation, guidelines, and policy and procedures.
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