Many organizations across the globe and in the UAE have expended precious management and HR time and resources on creating and developing best-in-class performance management systems and processes.
This may have included:
- Launching new performance and career management systems or
- Introducing new ways of assessing performance and potential or
- Automating existing systems with best-in-class technology solutions or
- Re-designing existing performance processes
But now, there is a realization that most of these organizations have fallen short on account of optimal execution of these performance management systems.
The glass is half empty!
In today’s economic climate it is critical more than ever before to focus on driving high performance in the organization - where all employees a) contribute to and b) are held accountable for an organization's failures and successes.
All organizations, big or small, governmental or private need to ensure that their organization’s vision and strategic imperatives are strongly embedded into their employees performance goals and executed through right action.
Ensuring the right execution of your existing performance management systems by setting the right performance goals is the Performance Imperative for your organization. It is non-negotiable for HR functions who wish to mobilize their workforce towards achieving organizational performance.
Hewitt Research1 shows employees of companies displaying Double Digit Growth show 20% greater awareness of exactly what is expected from them as well as what skills they need to build to be able to perform on their Goals.
Research2 for the past 30 years—from a review of laboratory and field studies on the effects of goal setting on performance show that in 90% of the studies, specific and challenging goals led to higher performance than easy goals, "do your best" goals, or no goals.
The Importance of Goal Setting
Specific and challenging goals effect performance by:
- Guiding and directing behavior
- Providing clarity towards performance expectations from employees
- Providing standards against which performance can be assessed
- Creating opportunities for objective and meaningful conversations between employee and manager
- Helping individuals and organizations perform
If you wish to mobilize your workforce to achieve your organization’s vision and strategy, especially in today’s times where impact is critical and resources are scarce—ensure that all your employees have clear, specific and challenging performance goals, so that they can contribute to, be held accountable and rewarded for performance.
This is imperative, no matter what the state of your existing performance management or HR systems, organizational maturity level or how far you are in your performance year.
Partner with Us
In a matter of 31 days (or less) Hewitt can ensure that your organization has participatively set specific and challenging performance goals across all levels of employees. Hewitt will also ensure that the goals set are a) aligned to your organization's vision and strategy to drive organizational performance and b) validated by our team of performance experts.
Day 1—2
Articulation of your organizational goals and business strategy
Day 3—5
Gaol-setting for your organization’s top management
Day 6—14
Cascade of the goals to the next in line managerial level + addition of individual goals
Day 15—30
Cascade of managerial goals to next in line employee goals + addition of individual goals (via workshops + KPI/Goal dictionaries)
Day 31
Capability transfer to your HR team and creation of an implementation roadmap
Assumptions: Assumes availability & scheduling of meetings as per requirements, access to required information and organizational size of up to 1500 employees
Footnotes
1Hewitt—Michael Tracy Research on Double Digit Growth—"How Great Companies Achieve, No Matter What"
2Goal setting and task performance: Edwin A. Locke, Karyll N. Shaw, Lise M. Saari and Gary P. Latham
