(1888PressRelease)
March 31, 2007 - Regular readers of my articles will know that I am a strong advocate for supporting businesses and organisations to develop a positive culture of accountability to ensure everyone concerned sees what needs to be done, owns it for themselves, has a role in solving the issue and goes off to do whatever is necessary to achieve the needed results.
In his own recent article Dan Martin expounds similar sentiments and asks:
“Is performance management simply about managing the way employees perform?”
“If you answered yes, you'd be wrong” writes Dan. “The process is actually more complex than the phrase suggests and as a result many organisations struggle to successfully embrace it.”
The Enfys Acumen model of organisational development has been addressing this for some time, but why is this approach so relevant?
In simple terms, performance management is the holistic approach to managing performance across an organisation. However, the term does require slightly more description. Angela Baron and Michael Armstrong, from the Chartered Institute of Personnel and Development and two of the UK's leading experts on the subject, define it as:
"A process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved."
Monica Franco, research fellow at the Centre for Business Performance, Cranfield School of Management, says a key element is that the process should be linked to the direction an organisation is taking. "Performance management could be defined as the set of processes by which organisations manage their performance in line with their corporate strategy," she claims.
Experts agree then that where organisations fail on their definition of performance management is when they only focus on the practical processes used. While things such as employee appraisals, talent development and rewards are of course vitally important they are simply the tools which are used to help manage performance. Just having these tools in place is not enough. Effort above and beyond them is required.
As we at the Enfys Acumen have been saying, success in a business or organisation is very much about achieving a culture of accountability and this sort of thing just can’t happen over night that’s why a staged approach like ours is so valuable. We suggest that effective performance management needs a four stage process and a strong programme of coaching to ensure people stay on target and receive the kind of support they need and deserve.
Organisational development must be seen as a living process and not something written on a tablet of stone, organisations are after all organic, evolving, growing bodies.
To find out more about the Enfys Acumen organisational development visit the website, www.enfysacumen.com or please get in touch by telephone 01633 769657, we’d love to talk to you about it.
