Health check

Performance evaluation strategy

Ensure a cognizant relationship with how we evaluate performance within our organization, and our ability to produce the best possible outcomes in terms of both employee experience and business objectives.

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Perspectives evaluted in this health check:

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1 - Scope

Who

What is the object of our performance evaluation?

  • Individuals
  • Role holders
  • Projects
  • Processes
  • Teams
  • Leadership
  • Corporate strategy
  • Organization

What

What do we evaluate the objects of performance on?

  • Goals reached (i.e. OKRs)
  • Metric performance within acceptable range (i.e. KPIs)
  • Indicators of health and well-functioning (i.e. healthchecks)

Where

Where are we measuring performance?

  • Leading indicators (i.e. clarity of expectations)
  • Lagging indicators (successful outcomes and objectives met)

Why

What is our motivation for managing performance?

I.e.:

  • Improve ability to reach objectives
  • Better business outcomes
  • Reduced expectational anxiety
  • Decide on compensation and bonuses
Level

At which level are we managing performance?

  • Time interval (i.e. employee, team or organizational cycle)
  • Objectives
  • Projects

Factors

Which factors to we want to consider when evaluating performance?

I.e:

  • Profitability
  • Contribution to business objectives
  • Satisfaction with outcomes
  • Efficiency
  • Quality
  • On-time delivery
  • Learning and development
  • Sustainability
  • Compliance
  • etc...
Cadence

How regularly do we evaluate performance and reevaluate performance expectations?

2 - Responsibility

Enablement

Ensure a clear division of responsibility to facilitate that performance management can actually take place in an efficient manner.

Support

Ensure that those who are expected to perform have access to support and accountability.

Which support responsibilities belong to the different facilitation roles?

  • HR
  • Manager
  • Mentor
  • Coach
  • Subject matter experts
Accountability

Make it clear who will be responsible for ensuring that performance management takes place of the expected entities at the expected level with the expected cadence.

Operationalization

Make it clear who is responsible for embedding the performance management strategy into the processes and workflows of the organization.

Evaluation

Ensure responsibility of evaluating the effects we expect from our performance management strategy.

3 - Foundation

Competence

Ensure sufficient competence into effective performance management.

Process

Ensure universally understood processes for managing performance.

Framework/methodology

Ensure a universally understood frameworks/methodologies for managing performance.

I.e:

  • Management by Objectives
  • OKRs
  • Balanced scorecard
  • KPIs
  • 360-Degree Feedback
  • Continuous Performance Management:
  • Results-Based Performance Management
  • etc...
Tools

Ensure tools that create transparency into performance management activity and status.

4 - Effect

Business outcomes

Evaluate our strategy's ability to meet our desired business outcomes.

I.e:

  • Profitability
  • Growth
  • etc.
Motivation

Evaluate our strategy's ability to motivate people to do a great job.

Retention

Evaluate our strategy's ability to attract and retain top talent.

Accuracy

Evaluate our strategy's ability to accurately assess how well we are doing.

Culture

Evaluate our strategy's positive and negative impact on our culture.

Learning and development

Evaluate our strategy's impact on our ability to learn and develop over time.

Resilience

Evaluate our strategy's ability to improve organizational resilience in the form of managing gaps in skills, structure and behaviour.

Role clarity

Evaluate our strategy's ability to gradually improve people's role clarity.

Goal clarity

Evaluate our strategy's ability to give people a clear sense of the goals they are expected to contribute to.

Productivity

Evaluate our strategy's ability to remain productive.

Alignment

Evaluate our strategy's ability to help us remain aligned around what is most important.

Values promotion

Evaluate our strategy's ability to build upon and promote our organizational values (practice what we preach).

Efficiency

Evaluate our strategy's ability to produce relevant feedback efficiently.