FULCRUM Peformance Architecturing
Many organisations experience significant problems with the performance management and motivation of their employees. Performance Management systems range from pen-and-paper reviews to complex software programs with just-in-time dashboards. The problem comes when the system is not based on sound principles of human motivation or if the system does not produce the outcomes the organisation wants from it. Typical issues around performance management in an organisation could include:
? Confusion regarding issues of responsibility and accountability. Roles and decision-making mandates are not clearly described and managers would therefore consistently make decisions they are not supposed to, or make very few decisions for fear of overstepping their authority.
? The key performance areas (KPA’s) and key performance task (KPT’s) are not weighted, so managers do not know which outcomes are the most urgent and important. Key performance tasks are not benchmarked or described in sensory-specific and measurable format. Consequently there are a lot of misunderstandings and when there is a performance review the scores are thumb-sucked and subjective.
? Measurements are inaccurate, too late or not benchmarked correctly.
? The performance agreements are not aligned with the organisation or business units’ balanced scorecard, values or strategic priorities.
? Rewards are ineffective or not linked with the most important performance benchmarks. No minimum or maximum performance levels are indicated, resulting in under-performance without consequences or over-performance without rewards.
? Lack of consistent disciplinary action resulting in loss of moral amongst talented employees.
? Very little tracking and implementation of corrective or preventative action, coaching, training or identification of workplace motivation issues.
Performance Audit
We do a formal performance audit on the organisation to identity those non-conformances in the performance management system that sabotages the performance of managers and employees alike. Normally this process would entail a physical examination of the performance management system policy, balanced scorecard, strategic priorities/outcomes, as well as a sampling of performance agreements and performance review reports. It would also entail interviews with key personnel and a survey to test the implementation of the performance management system. A detailed report and feedback session is provided to the relevant role players in the organisation.
Performance Management System Consulting
Flowing from the performance management system audit, we can address the most urgent and important findings of the audit. The creation of effective performance management systems are sometimes challenging for organisations. Such a system includes the performance management system policy, the reward/incentive system/policy and the identification and benchmarking of strategic priorities and individual performance agreements. We specialise in the benchmarking of key performance tasks, especially where the criteria involves behavioural outcomes. We also do the compiling of challenging performance agreements where multiple key performance areas need to be transformed into measurement instruments that are fair, objective and concrete.
FEE: R 4 850 per audit and R 250 per hour for the creation or improvement of performance agreements, as well as the designing of performance management policies and reward systems and the benchmarking of behavioural outcomes. If consultations or feedback need to take place outside Johannesburg/Tshwane/Ekurhuleni, the travelling and accommodation of the performance architect/consultant will be added to the fee.