- 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
- Many PM frameworks 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 PM.
- Work today requires more collaboration and teams are becoming more prevalent, yet performance management is failing to keep up. Performance management frameworks 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 PM is appropriate by identifying eligible teams.
- Adapt the existing PM framework for eligible teams by customizing the following building blocks to meet their needs: process, goal setting, competencies, feedback and coaching, crowdsourced feedback, and ratings.
This guided implementation is a seven call advisory process.
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.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Plan to optimize performance management for teams
- Assess current PM practices.
- Set goals and metrics for success.
- Establish a team-based PM process.
Key Benefits Achieved
- Current PM practices evaluated
- Goals and metrics determined
- A team-based PM process formed
Assess the existing PM framework, discuss team attributes, and identify challenges.
- Current-state assessment
Define the organization’s PM goals and metrics.
- Goals and metrics
Tailor the PM process for the entire organization.
Tailor the PM process for teams.
- Tailored process for overall and team-based PM frameworks
Module 2: Adapt the performance management framework
- Customize the PM building blocks for each eligible team
Key Benefits Achieved
- Performance management building blocks modified
Clarify the approach to goal management.
Identify and select competencies.
Determine proficiency levels for competencies.
Assess current feedback and coaching activities in the organization.
Determine whether crowdsourced feedback will be used across the organization or just for teams.
Determine if ratings will be used and develop a rating scale.
- Customized PM building blocks
Module 3: Communicate and prepare for the team-based framework
- Align HR programs with the team-based PM framework.
- Outline accountabilities for HR, team leaders, team members, and reporting managers.
- Obtain stakeholder buy-in.
- Support the communication of the team-based framework.
Key Benefits Achieved
- HR programs integrated
- Accountabilities determined
- Stakeholder buy-in acquired
- Communication and action plan developed
Plan for calibration meetings.
Evaluate the alignment of other HR practices with PM.
- Aligned PM practices
Confirm accountabilities for key stakeholders.
- Confirmed stakeholder accountabilities
Prepare to respond to pushback.
Develop an action and communication plan.
- HR Action and Communication Plan