by Ann Brophy
The client’s existing process created confrontation – it was top-down, prescriptive, highly procedural, and produced forced distribution of markings. The aim was to introduce an alternative that would be much more engaging and motivating.
We used our experience to research and co-develop a suitable model that would completely change orientation – from backward looking to forward looking. So the emphasis would become career and personal development.
We designed a training process and ran workshops so that managers could develop and practice the key skills they needed. This helped raise self-awareness and build trust back into the organisation.
Survey results after the introduction of the new performance management process demonstrated significantly improved approval ratings.
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