Driving business performance – one individual at a time.
An effective performance management system involves five key phases. The first phase is to plan, which is mainly about establishing performance expectations. The second phase is to monitor performance levels, and phase three is to improve performance. Phase four is to review, which helps keep performance levels on track. The final phase is to reward, which incentivizes high performance.

We work in partnership with talent management teams to design a comprehensive performance management system that enables a consistent and structured approach to evaluating employee efforts. We address all aspects of the process from start to finish and build better understanding of good performance management practices through training.

We design systems that address the entire employee life-cycle and aim to maximize potential and growth by ensuring clarity of expectations, fairness and consistency in evaluation, and an open and constantly evolving process.

Our services in employee performance management

Establishing a system to identify objectives and competencies for every role. We cascade organizational goals into department objectives, which are then reflected in individual objectives, using tools such as balanced score cards. We ensure that competencies required for each role are aligned with the organization’s competency model.

Developing an evaluation methodology to calculate points and assign ratings, and identify key performance indicators to measure progress and accomplishment. We also help with selecting a system to determine how employees perform relative to each other, using methods such as ranking, paired comparison and forced distribution.

On-the-ground management of the system’s implementation, supported by training for talent management teams, managers and staff to successfully adopt the system. Training focuses on fair and accurate performance management practices and offers step-by-step guidance and practice on the new processes.