This is the first of a four part blog on the topic of making sure that your investment in your performance measurement framework or balanced scorecard will “pay off”.
Even though you’ve done everything right so far – you’ve defined clear objectives for your performance management program, established active leadership involvement in and support for performance management, built your performance management framework with clear linkages to your business strategy, defined a concise and meaningful set of performance indicators, and assigned a skilled individual to manage your performance management framework on an ongoing basis – there are some additional steps you MUST take to ensure that your performance management framework endures over the long term.
To ensure that your performance management framework stands the test of time, you must: Make it Visible, Make it Relevant, Make it Actionable, and Make it the Way You Work.
In this edition of my blog we will look at how you make your performance management framework visible.
Make it Visible
To achieve long term sustainability, your performance management framework must be front and centre in the eyes of your organization – receiving the same air time as other key aspects of your business. Doing this clearly communicates to everyone that performance management is important and a critical tool in achieving organizational success and business strategy.
So, how do you make performance management, and your performance management framework, highly visible? It’s very easy in the early days. Everyone is excited, your performance management framework is new, and people are interested in knowing what implementing performance management will mean. The challenge is keeping performance management and your performance management framework visible over the long term.
Regular results discussions and communications are a great place to start. Powerful vehicles include monthly results review meetings, quarterly town halls, results postings on internal and external websites, and official publications and newsletters. The more “open” the communication the better because wide and public communication of performance results and related improvement action plans demonstrates a clear commitment to performance management.
And speaking of demonstrating commitment, don’t underestimate the importance of your regular results review meetings in this regard. It is critical to keep all regularly scheduled performance results review meetings – you must resist the temptation to cancel them! Consistent business management practices such as this communicate to your organization that performance management is both important and here to stay.
A critical step in making performance management visible includes evaluating and communicating the benefits of performance management in achieving business success. Do this by showing people the action plans and operational and strategic changes implemented, and organizational learnings achieved through your performance management activities. Show them how all of these activities are combining to help your organization do a better job at implementing business strategy. Highlighting the business benefits of performance management in this way is an important step in making performance management visible to your organization.
Finally, don’t forget that business strategy, performance management education, and communication aren’t one time events. People forget, new employees join your organization, and new stakeholders become involved with your operation. Take the time to coach everyone in your business on strategy and share your performance management stories whenever required – forever. Often overlooked, this is an important training and communication activity that will go a long way to keeping performance management, and your performance management framework, visible across and beyond your organization.
In the next blog, we will explore how you make your performance management framework RELEVANT.