Redesigning Performance Management

Creating Clear Behaviors to Enact Values, Fostering Dialogue and Increasing Fairness

As part of a strategic transformation, a client with both a heavily unionized workforce a highly professional technical workforce needed to redesign their performance management process to:

Implement new values and a new strategy to take organizational performance to the next level
Create clearer criteria for evaluation to minimize bias
Ensure expectations were clear for each person’s role
Identify and invest in high potentials
Address gaps in performance to achieve the new strategy

Exponential Talent’s approach was to:

Engage leaders, managers and supervisors to translate values into expected behaviors
Redesign the performance process to focus on (1) values and (2) results, aligned to the new strategy including redesigning forms, technology, etc.
Create competency definitions to support process
Align the unions to the new process
Develop communications and trainings to share the new expectations and the new performance process
Train leaders and managers in both the new process and in key performance management and feedback techniques
Design & facilitate talent calibration sessions

The key outcomes were:

Employee feedback showed that job expectations were now clear
Those modelling the values and results were rewarded and recognized
Actions were initiated to address gaps to the defined values and results
High potentials became those with a high demonstration of the values and high results
Career planning was initiated for high potentials for the first time ever, reducing a long-time norm of primarily focusing management time on low performers