Performance Management
Metrus Group defines Performance Management as the process of measuring, improving and managing employee activity in the service of both organizational and individual goals and objectives. It involves collaboratively involving management and those they manage in setting success criteria, objectives, identifying actions necessary to meet them, measuring success, and the provision of actionable feedback for ongoing improvement. Key to our approach is the alignment of individual actions to departmental/divisional goals, and forging a link between these and strategy and objectives at the organizational level. Our approach is process-based and tailored to the unique needs of the client, which is to say that it is not software-based. For this reason, our performance management solutions can be implemented on many available platforms.
Our services in performance management focus on
- Assessment: Investigation (interviews, data analysis, focus groups) for gaining an understanding of the type, size and direction of the organization’s performance management need. Assessment also includes follow-up measurement of deployment effectiveness.
- Strategy: The directional alignment of a performance management approach with organizational strategy.
- Design: The design or refinement of an efficient performance management process, along with the requisite job roles and measures needed for completeness.
- Deployment: The implementation of the performance management process into the organization, including the organizational preparation and communication needed to ensure deployment success.
Performance management process needs can vary from a complete reformulation of the process, to a modification of the way that the existing process is communicated or applied. Often, we will begin with an assessment of the extent and type of gaps in the client’s current performance management process, within the context of their overall strategy, as well as the strengths within the current system that should be leveraged. Significant emphasis is placed on assuring that the individual objectives are tied with corporate goals, and on communicating to employees their role in helping to achieve those goals. The immediate supervisor is key to this process; we offer training in performance communication to enable the supervisor to fulfill the employee development role.
Performance management is sometimes thought of as the yearly feedback and goal setting process, but it is far more. In an environment of significant change, more frequent feedback with course correction as needed is warranted. Our approach to performance management focuses on an ongoing process, and on the resulting performance improvement.