4 posts tagged “performance development”

Tough times invariably cause businesses to review how productive and efficient their staff and processes are. But since the mid eighties, many businesses have had rounds of process improvement programmes and efficiency drives, so can the orange really be squeezed to get more out, or is there simply no juice left?

A report launched this week by the Management Consultancies Association (MCA) suggests that there’s still plenty of juice left in UK businesses. It claims that UK productivity could increase by up to a fifth if businesses change their approach to planning and measuring performance.

The MCA report, entitled ‘Getting more from the same – Delivering sustainable productivity improvement’, was sponsored by consultants Trinity House and surveyed top leaders across a range of public and private and organisations. The research identified that the key to productivity improvement was to engage and motivate employees, and that there were six critical success factors in achieving this.

Get sponsorship at a senior level
Leaders need to ensure that the business case for change and the performance objectives are clear and understood. This provides employees with the essential ‘why we are doing this’.

Involve the front line managers
The people with the most knowledge and understanding about the business are invariably the front and second line managers and therefore need to be consulted on all aspects of the change and performance improvement.

Measure the right things
Rather than having a plethora of performance measures it is more effective to choose a small number of relevant performance measures.

Communicate the business case and metrics –
It is vital that all employees understand the reasons for the change and that business measures are translated into meaningful objectives for each part of the business, team and individual. Managers and staff should be made accountable and rewarded for their contribution to productivity improvement.

Give managers the tools and skills they need for performance mangement.
Help the front line managers to be active managers, coaching and floor-walking rather than answering emails, doing admin and fire-fighting. Support them with appropriate management training and development.

Give it time and make it part of business as usual
Don’t expect instant results and manage expectations so employees don’t become de-motivated or disheartened. Performance improvement should be incorporated into job descriptions, business processes and reward mechanisms. Performance management should be viewed as part of day to day business and not as a one off initiative.

These findings add real weight to what many management consultants intuitively know about performance improvement. To read more about the MCA report go to http://www.mca.org.uk/mca/

By the end of the feedback process to the participants in a Development Centre you should have both individual data specific to each person and also group data relating to the cohorts of managers who have gone through the process.

This data will cover the strengths, weaknesses and potential development areas & solutions for each individual as well as for the larger group. It will have been further informed by the input of the line managers when they have been involved in the feedback discussions with their participants and any development needs related to the needs of the current and future jobs.

The Organisation clearly has a responsibility to make productive use of this data for the direct benefit of the participants especially and also for the Organisation as a whole.
In addition you may also have some additional data about the future potential of the participants and their suitability or unsuitability for other roles in the future.

This data can further inform career development and succession plans for this group of managers.
Hopefully each participant would leave the development centre with a greater sense of their strengths and a personal development plan that they can follow. The Organisation should support this by providing resource, funding and access to any suitable training courses, development events, projects or individual coaching and mentoring initiatives to help the participants to grow and develop their competencies and performance.

There a number of factors to considered when making this decision.
The timing of the feedback is important – it should be given as close to the Development Centre event itself, so as to be fresh & relevant in the eyes of the participant and also to be fresh and clear for the observer who has been allocated this role.

It is also important not to let a participant “stew” for a long time and to become stressed, fearing the worst, whilst waiting for the feedback.
I am presuming here that the person giving the feedback would always be one of the observers present at this subject’s specific Centre. This is important for the participant to allow them to ask questions of the observer and of course to be given credible answers and feedback from a person who directly observed their performance and who made any judgements about their effectiveness and competency.

It also needs to involve the participant’s line manager in order for the feedback to be considered in conjunction with the employee's day to day work and in the context of the ongoing and future personal development planning for each individual. This is crucial given the line manager’s overall responsibility for the personal performance and team development of their employees. This can be done but does not need to take place at the same time as the initial individual Centre feedback outlined above. However it should be done within 2 – 4 weeks of the Development Centre event or it can lose its impact and relevance.

My ideal model is to give the participant’s more or less immediate feedback about how they have done, their strengths, development areas and any potential solutions on the last afternoon of a two day Development Centre process and then to follow this feedback report up with both them and their managers within two weeks of the event.

Ultimately the answer to the question ‘what benefits can I expect from developing my managers?’ lies in the answer to two other questions:

1) What is the business/organization striving to achieve?

2) How do managers need to think and act for the organization to achieve its goals?

Management development can only help to improve an organization’s performance if the development activities are directed in the right way and aimed at achieving a measurable change. For example, the outcomes required from the development activities may be around:

· Developing managers with more impact and influence to increase sales revenues.

· Improving the performance management skills of managers to improve the productivity of staff to increase capacity or reduce costs.

It should also be remembered that there are a range of less tangible business benefits associated with development activities. For example, investment in training and development is often seen by individuals as a sign of being valued by the company as well helping to create a positive business and professional image. Businesses that are seen to invest in staff development will not only find it easier to recruit quality personnel, but also enjoy lower rates of staff turnover.

However, it is important to recognize that individual development is not just about going on a course. While training courses will enable a manager to address a specific skills gap, there are other alternatives to consider, for example:

· Secondments into other roles within other teams or departments can also improve business understanding and team focus.

· Coaching.

· Mentoring

· Project work

· Research

· Networking

· Reading (this list is not exhaustive!)

Whatever the reason for investing in management development, the impact on individual performance and the company's bottom line should always be measured and evaluated to ensure that the investment has been worthwhile and the full benefits gained.