Are all your managers truly held accountable for the performance of their staff and do they readily address performance problems when they arise?

Maximising the full potential of employees by strengthening commitment and unlocking 'discretionary effort' gives organisations a critical competitive edge. However, despite significant investment in performance management processes and related training, many organisations still fail to get the best from their people.

Evidence from our data base shows that less than 50% of respondents indicate that their manager provides them with regular timely feedback to help them improve their performance (or that their manager takes prompt action to deal with performance shortfalls).

We believe that this is often caused by a lack of understanding of the psychology of managing performance and the importance of building trust based relationships,  essential elements in any meaningful performance conversation. Our approach involves the design and implementation of management performance programmes, and psychology of performance management training,  that addresses these critical issues.  Our services include:

• Review of the effectiveness and value add of existing performance management arrangements (and identification of the key gaps that need to be addressed)
• The design and implementation of performance management processes built on trust-based relationships and adult conversations
• Workshopsand diagnostic surveys to help organisations, and individual managers, assess their 'performance orientation' and the impact that they have on organisational, team and individual performance
• 360 feedback training, appraisal 360 and psychology of managing performance courses
• Performance related pay training