PERFORMANCE MANAGEMENT
PUZZLE PIECES
Performance management can sometimes be puzzling but it’s easy once you have an understanding of the system and can start to fit the individual pieces together. The challenge is that ONE Size DOES NOT FIT ALL when it comes to performance management. Great organizations align the pieces of the system to ‘fit’ their strategy, culture, stage of development (e.g. start-ups need something different than mature organizations), and organizational priorities.
Competency Models are a means of ensuring that your investment in your people supports the achievement of your strategic goals. A good competency model provides the foundation to for talent management from selection, development, evaluation, and succession. Performance Dimensions Group has the experience you need to cut through the confusion and pinpoint the critical success factors that cause the on-the-job effectiveness.
Are your managers skilled at ‘turning performance problems around‘? Do they provide coaching and feedback to your top talent or spend all their time focusing on the poorest performers? Do employees know how your appraisal system works? Check out our training modules that will help you close the gaps and develop the skills your people need in order to perform better.
Competency Models are a means of ensuring that your investment in your people supports the achievement of your strategic goals. A good competency model provides the foundation to for talent management from selection, development, evaluation, and succession. Performance Dimensions Group has the experience you need to cut through the confusion and pinpoint the critical success factors that cause the on-the-job effectiveness.
Are your managers skilled at ‘turning performance problems around‘? Do they provide coaching and feedback to your top talent or spend all their time focusing on the poorest performers? Do employees know how your appraisal system works? Check out our training modules that will help you close the gaps and develop the skills your people need in order to perform better.
success story
Competent Leaders Know What’s Expected
This fast growing high-tech company had crossed the chasm from 'start-up' to high-growth and needed to redesign its performance appraisal system and create a set of competencies for its leadership/management classification in order to grow more effectively as well as better recognize and reward the right people and the right results. We conducted focus groups, one-on-one interviews and examined existing performance-related tools & practices. By forming and facilitating a 'design team' of internal stakeholders, we created a set of behaviorally descriptive competencies which were readily adopted throughout the organization. In addition we worked closely with the HR team and Executive sponsors to revise the performance review tools - creating an assessment & development planning tool to support the integration of the new model and increase the effectiveness of leadership development. The "Leadership Excellence Model" was born and supported the organization in hiring, developing, promoting, and rewarding the things that matter most for organizational success and created a process for greater alignment with organizational priorities.
“Our productivity increased. When employees and managers understand the processes, they don't waste time wondering how to make things happen. They can just forge ahead.”
Julia Haggerty, Nordstrom
This fast growing high-tech company had crossed the chasm from 'start-up' to high-growth and needed to redesign its performance appraisal system and create a set of competencies for its leadership/management classification in order to grow more effectively as well as better recognize and reward the right people and the right results. We conducted focus groups, one-on-one interviews and examined existing performance-related tools & practices. By forming and facilitating a 'design team' of internal stakeholders, we created a set of behaviorally descriptive competencies which were readily adopted throughout the organization. In addition we worked closely with the HR team and Executive sponsors to revise the performance review tools - creating an assessment & development planning tool to support the integration of the new model and increase the effectiveness of leadership development. The "Leadership Excellence Model" was born and supported the organization in hiring, developing, promoting, and rewarding the things that matter most for organizational success and created a process for greater alignment with organizational priorities.
“Our productivity increased. When employees and managers understand the processes, they don't waste time wondering how to make things happen. They can just forge ahead.”
Julia Haggerty, Nordstrom