Perspectives on Effective, Customised and Structured Performance Management

Throughout almost all aspects of modern life, performance is observed, monitored and measured, be it pertaining to an individual person, team or an entire organisation, or a vehicle, piece of machinery, or technological invention. Similarly managed performances may be measured and compared too.

Measurement Reports

In a corporate environment, companies strive for peak performance from their personnel, processes and allied equipment.  A listed company’s annual report discloses how it has performed during the financial year that’s just ended. Formal presentation of this annual report is a legal requirement.

Scholars’ and students’ performance is reflected in their report cards or the results of their year-end examinations. In the former case, report cards at the end of each school term provide teachers and parents with the opportunity to manage, if necessary modify, the pupil’s performance throughout the year in order to achieve a better year-end result and pass mark – the measure of their overall achievement.

Coaches and mentors guide and manage the performance of individual sportsmen and women so that participants achieve the desired, optimal outcome – a win and/or the delivery of the athlete’s committed, personal or team’s best effort.

Say “No” to Mediocrity

Effective performance management is essential, since it applies to almost all fields of human endeavour, particularly in the competitive world of modern business in which all entities are striving to achieve top spot ahead of their competitors. Mediocrity will not suffice, nor does it ensure longevity and sustainability in a fast-paced business sector.

Identify Managers

The management function is one of leadership. Before recruiting and appointing a new manager, or promoting a current employee to a senior supervisory level, the leadership qualities and potential of prospective candidates should be identified, explored and evaluated – if need be, also developed.

This is but one inclusive area in which our concern, Orgro, specialises. We also provide customised training programmes and effective solutions that pertain to the ups and downs of numerous, important facets of modern corporate management functions and the resulting peak performance of employees.

As a team of professional, qualified and experienced industrial psychologists, psychometrists and problem-solvers – especially those that relate to people, we oversee performance, development and potential within an organisational environment.

Specialised Leadership Roles

• Financial
• General
• Information technology and communications
• Facilities
• Human resources
• Personnel
• Marketing
• Production
• Technical
• Marketing
• Office
• Factory
• Maintenance
• Fleet
• Brand
• Product
• Security

The list of specialities goes on as it has become necessary to create specific roles and areas of responsibility for managers in an ever more complex corporate environment.

Styles  

The purpose of the all-important management function is multi-faceted, ditto identified leadership styles, which now include;

• Autocratic – may vary between the “do as I say” or “because I say so and I’m the boss” brigade, and leaders who simply don’t consult or engage with staff about options, plans and decisions
• Consultative – these leaders typically adopt an open-door style, encouraging employees to voice their opinions, problems and ideas, but still make decisions on their own
• Participative/democratic – the decision-making process is greatly influenced by the input from staff members, with whom the manager takes a largely team-based approach to achieve common goals jointly
• Laissez-faire – employees are left pretty much to their own devices while the operation is running smoothly, but the leader remains available to help, guide and mentor when he or she or staff members deem it necessary. It’s a useful technique in a creative environment, in which personnel are self-motivated and productive, capable of making acceptable independent decisions on day-to-day matters
• Persuasive – this leader communicates effectively, honestly and openly about decisions and decision-making, so that personnel understand the reasoning and reasons behind policies and processes. Persuasion may build trust and loyalty, since employees feel that they’ve been included and entrusted with relevant information
• Transformational – a style and climate in which innovation, adaptability and problem-solving abilities are fostered and developed amongst adaptable employees
• Collaborative – these leaders work very closely with employees, who feel valued, fulfilled and satisfied, while the manager tends to develop personnel and their leadership potential

A Tailor-Made Fit

We at Orgro have worked with a host of leading South African companies to provide solutions to their people problems, so that a win-win performance-driven culture is created for individuals, teams and the entire organisation.

Because our solutions are customised to suit the needs of each customer, there’s no “one size fits all” approach to the programmes that we recommend for any of our clients. Your performance management solution will be designed and tailored just for your organisation, its teams and its people – a perfect, effective and functional fit.