The expression “traditional performance management doesn’t work” has become so hackneyed and overused, I’m not going to go down that road here. We have all heard it, yet so few organisations are realising that moving to a new and better form of Performance Management is not an Incremental Change, it’s not even a Transitional Change. It’s Transformational.
As the workforce evolves, so too must the way it is managed. Employees, particularly millennials, are demanding a shift away from traditional performance management practices and toward “performance development”. They want a process that acknowledges and supports their individual talents, performance needs and sense of purpose backed by clear expectations, accountability and ongoing feedback and coaching.
Rather than a boss, they want a coach. Rather than direction and instruction, they want clear expectations, accountability, opportunities to learn and feedback.
A better way of managing performance is needed, and most organisations today are moving towards using OKRs – short for Objective Key Results. Proven by Google, Amazon, and many others, to be both sustainable and scalable OKRs, or as well call it “Goal-oriented Performance Enablement”, seems to be the popular choice today.
When you start with OKRs, you don’t know where you’re going to end up. You don’t even know what will really work in your organisation at the start. The process starts, and HAS to start, before the final destination is known.
OKRs are simple goal setting system. Having goals improves performance. However, one must make sure to set the correct goals. The OKR system, or “framework” as it is now being seen, incorporates:
- Shorter cycles
- Editable goals
- Regular “ceremonies”, and
- A focus on Development and Goal Achievement, rather than looking backwards.
Because the Goal Setting (or OKR setting) process is critical to the success of the system, our programs are all virtual, or face-to-face when allowed and feasible. Our Goal-oriented Performance Enablement series consists of the following:
- Goal-oriented Performance Enablement – Introduction
- Goal-oriented Performance Enablement – Planning
- Goal-oriented Performance Enablement – OKR Workshop
- Goal-oriented Performance Enablement – Monitoring and Managing
- Goal-oriented Performance Enablement – Accountability Coaching
If you would like more information about how we can get you started with OKRs through our Goal-oriented Performance Enablement series, please complete the form below and we will be in touch directly. Alternative, make an appointment so that we can answer any questions you may have and discuss how you can start with OKRs in your organisation.
To download a brochure on our Goal-oriented Performance Enablement series, click the link below.
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