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.
What is the object of our performance evaluation?
What do we evaluate the objects of performance on?
Where are we measuring performance?
What is our motivation for managing performance?
I.e.:
At which level are we managing performance?
Which factors to we want to consider when evaluating performance?
I.e:
How regularly do we evaluate performance and reevaluate performance expectations?
Ensure a clear division of responsibility to facilitate that performance management can actually take place in an efficient manner.
Ensure that those who are expected to perform have access to support and accountability.
Which support responsibilities belong to the different facilitation roles?
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.
Make it clear who is responsible for embedding the performance management strategy into the processes and workflows of the organization.
Ensure responsibility of evaluating the effects we expect from our performance management strategy.
Ensure sufficient competence into effective performance management.
Ensure universally understood processes for managing performance.
Ensure a universally understood frameworks/methodologies for managing performance.
I.e:
Ensure tools that create transparency into performance management activity and status.
Evaluate our strategy's ability to meet our desired business outcomes.
I.e:
Evaluate our strategy's ability to motivate people to do a great job.
Evaluate our strategy's ability to attract and retain top talent.
Evaluate our strategy's ability to accurately assess how well we are doing.
Evaluate our strategy's positive and negative impact on our culture.
Evaluate our strategy's impact on our ability to learn and develop over time.
Evaluate our strategy's ability to improve organizational resilience in the form of managing gaps in skills, structure and behaviour.
Evaluate our strategy's ability to gradually improve people's role clarity.
Evaluate our strategy's ability to give people a clear sense of the goals they are expected to contribute to.
Evaluate our strategy's ability to remain productive.
Evaluate our strategy's ability to help us remain aligned around what is most important.
Evaluate our strategy's ability to build upon and promote our organizational values (practice what we preach).
Evaluate our strategy's ability to produce relevant feedback efficiently.