Adapt Performance Management for Teams
Align the existing performance management process with how employees work to boost the productivity, performance, and engagement of teams.
- Many performance management processes are not designed for teams.
Organizations continue to focus on individuals for performance evaluation,
rewards, and recognition, regardless of how work is carried out and
whether teams exist.
- Misalignment between how work is done and how it is evaluated leads to poor employee performance, decreased engagement, and ineffective overall performance management.
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Our Advice
Critical Insight
- Work today requires more collaboration and teams are becoming more
prevalent, yet performance management is failing to keep up. Performance
management processes need to align with how work is carried out, otherwise
organizations are at risk of decreased performance and engagement within
their teams.
Impact and Result
- Determine where team-based performance management is
appropriate by identifying eligible teams.
- Adapt the existing performance management process for eligible teams by customizing the following building blocks to meet their needs: overall process, goal setting, competencies, feedback and coaching, crowd-sourced feedback, and ratings.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
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Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Plan to optimize performance management for teams
- Call 1: Review the teams that are eligible for team-based PM and their attributes.
- Call 2: Identify risk of experiencing common challenges and determine objectives for future state.
Guided Implementation 2: Adapt the performance management framework
- Call 1: Review customization of building blocks for each team.
- Call 2: Determine appropriate approach to CSF and discuss potential for removing ratings.
- Call 3: Discuss the alignment of rewards and recognition programs with the new framework.
Guided Implementation 3: Communicate and prepare for the team-based framework
- Call 1: Review accountabilities of key stakeholders and prepare to address pushback.
- Call 2: Review the action and communication plan.
Contributors
- Paul Boston, Organizational High Performance Development Specialist, President and Founder, Actus Performance Inc.
- David Burleigh, Leadership Effectiveness Coach
- Marjorie Derven, Director, Valeocon Management Consulting
- Steven Keizer, Director of Quality, CCRM
- Tom Marsden, CEO, Saberr
- Jeff Waldman, Head of People & Culture, BiblioCommons
- Hua Wang, Assistant Professor, University of Toronto
Redefine Performance Management
Flow State: A Gateway to Engagement, Performance, and Productivity
Adapt Performance Management for Teams
Foster Effective Feedback in the Workplace
Equip Managers to Coach Employees for High Performance and Development
Equip Managers to Have Effective Performance Appraisal Discussions
Equip Managers to Improve Poor Performance in a Hybrid Environment
Neuroscience and HR