Change Management for Managing Performance

Change management in managing performance

Is Your Organization Ready to Change the Way You Manage Performance?

 Being a performance management company, we talk to a lot of leaders that are fired up about making a real difference in their organizations.
Many are ready to see their team soar to new heights and develop a healthy, performance culture.
But how do you begin to institute real change?  What if your organization is not ready?  What if leadership is not behind it?
How do you know if your new initiatives will “stick,” and if you will see any results?
Below are some questions that may help you assess if your organization is ready to change the way you manage performance.  One word of caution – don’t be overwhelmed if some – or all – of the questions cause you to pause. That’s a good thing.  Ensuring a majority is behind your change management initiative is key.  
We encourage you and your leadership teams to brainstorm and “whiteboard” through these questions.  They should spark real conversations about the state of your organization and prompt discussion around action items that will lead to positive change.

Performance Management Change Readiness Survey

Company Profile
•   Has your organization clearly defined its mission, vision, core values and goals?  Are these shared by all?
•   How do you manage performance today?  What works well?  What doesn’t?
•   What would you like to change with your current performance management process?  Why?
Management & Organizational Structure
•   Are current roles and responsibilities clearly defined and are they aligned with company goals?
•   What values and behaviors do your leaders model?  Are they the right ones?
•   Do your leaders show personal commitment to business initiatives?  Remember, leaders must lead by example to earn the will of the team.
Change Management
•   Do senior leaders believe there’s a need to improve performance management?
•   Will this performance management initiative be supported by senior leadership?  Will they hold the management team accountable to implement a new process?
•   What concerns do you think managers and employees will have?
•   Do most of your managers have the people skills to make a new performance management process work?
•   Do you have the resources to implement a new performance management process?
Return on Investment
•   What outcomes would you like to see from implementing a new performance management process?  For example:  sales, costs, culture, employee retentions, business metrics.
•   How much have you budgeted for a new performance management process?
These questions should help provide you clarity as you seek to determine your next step in managing performance at your organization.  With that said, I will leave you with a quote from a friend of mine as you ponder all of this – “It is better to do something about one thing, than nothing about everything.”