Strategic Performance Management

“You read a book from beginning to end. You run a business the opposite way.
You start with the end and then you do everything you must do to reach it.”
- B. C. Forbes

Ask yourself:

• Do our people see the relationship between their performance and the organization’s strategy?
• To what extent are our people committed to achieving the strategic goals of the organization?
• Can our people measure their contributions and check their progress as needed?

Just as an organization without a strategy is like a ship without a rudder, strategy without a link to its people is like a rudder without a ship. Direct, line-of-sight connections between employee behaviors and company strategic goals are vital to the long-term success of any organization. Without these connections, organizations struggle with role and responsibility confusion, communication breakdowns, blame placing, and overall poor performance. With the connections, results can be markedly better:

• Greater buy-in and personal ownership of strategic objectives
• More efficient, focused use of time and resources, less time and effort devoted to unproductive or counterproductive activities
• Improved initiative and innovation, and increased personal risk-taking to achieve strategic goals
• Greater accountability for the results of actions and initiatives
• Higher levels of understanding regarding individual roles, goals, and expectations
• Improved objectivity in measuring and rewarding individual contributions

Successful strategic performance management is more than a once-a-year “work interruption.” It is a dynamic, ongoing process which requires the right tools, training, and methods to administer efficiently and use most effectively.

Let Fidello help you:

• Audit your current system against strategic performance management principles and best practices
• Implement a process for managing performance focused on strategy
• Clearly communicate strategy and strategic changes and how they affect individual performance expectations
• Integrate strategic performance management with other human resource systems such as staffing, job design, training and development, and succession planning
• Use HR Web™, our industry leading software system, to manage the performance tracking, reporting, and review system.