Challenges and Solutions in Implementing Performance Management Strategies

 

There are many reasons why a company may not realise its full performance potential. Maybe its overall business goals are not adequately aligned with the individual goals of its teams and individuals, or perhaps its underperformance is the consequence of skills gaps. Implementing a suitable performance management framework and attention to organisational development can help overcome these and any other obstacles to progress, but these options are not without their challenges. These include:

 

  • Resistance to change: Staff tend to become entrenched in their ways, often finding it difficult to adapt or even actively resist pressure from team leaders and managers to accept new methodologies and strategies, believing them to be bureaucratic tricks to get them to work harder. Their resistance often results in low morale, limited engagement and an unwillingness to embrace new ideas.

 

The solution is to foster a culture of Kaizen – a Japanese business philosophy that embraces continuous improvement by involving employees at all levels within a company. The key to achieving that involvement is to effectively communicate the benefits of the proposed performance management framework to the staff and the company. The more employees are involved and engaged, the better the outcome will be.

 

  • Conflicting goals: Regardless of how carefully it has been structured, unless it aligns with an organisation’s broader goals, it is unlikely to be effective. If individual objectives are not directly linked to a company’s strategic vision, employees will be unable to understand how their roles contribute to that vision. In turn, this can lead to misplaced focus and lack of engagement.

 

A successful performance management framework must have clear, measurable objectives based on the organisation’s goals to overcome these obstacles. Individual performance plans should reflect both team and corporate priorities. Regular review sessions are necessary to monitor progress, make any necessary adjustments, and ensure that employees can see the extent to which their individual roles are helping to maintain those priorities.

Performance Management | Organisational Development

Other Components of an Effective Performance Management Framework

 

Companies often fail to achieve their goals due to a lack of managerial and skills training. Without proper training, managers frequently struggle to provide meaningful instruction and feedback and conduct periodic appraisals effectively. Similarly, employees often experience difficulty understanding new systems and how they can engage with them to enhance their personal performance and job satisfaction.

 

A psychometric assessment can be an invaluable aid to organisational development. These standardised tests can not only reveal those areas in which managers and employees could benefit from an appropriate training course, but they can also identify those individuals with the attitude, cognitive skills, and emotional traits necessary to excel in a given role.

 

Furthermore, an overly complex framework can be as problematic as an ineffective one. Hence, the focus should be on simplicity, clarity and consistency to ensure a user-friendly system where employees clearly understand what is expected of them and how to obtain guidance when needed. In practice, the design of such systems is best assigned to an organisational development expert.

 

ORGRO is a South African leader in this highly specialised field. If you are experiencing difficulty optimising your company’s performance, our psychologists, psychometrists, and problem solvers can assist you with a tailored performance management solution and support with the implementation. Reach out to us today to start optimising your performance management solution.

 

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