What are the best ways to manage performance during a company pivot?

Any performance management is effective when we clear the ground rules , Vision rationality of the vision and how our team is contributing in achieving it is a key factor for success. The big picture should get articulated in crystal clear terms mapping how an individual team member is contributing to it helps the team to be better aligned and it becomes an effective performance management system

Clear communication, objective adaptation, and employee support are all necessary for effective performance management during a corporate pivot. Create clear communication routes to keep the team informed and motivated. Align performance measurements with the new strategic direction, focusing on flexibility and innovation. Provide staff with training and resources to help them develop the essential abilities. Encourage cooperation and feedback. Recognize and reward adaptive behavior. Regularly evaluate and alter performance expectations. Prioritize employee well-being and respond to issues swiftly.

Additionally, while setting goals there should be a clear line of sight for all specially during pivots, as to how ones goal align and contribute to larger vision. One of the methods to do this is the OKR methodology. Which supports in cascade and transparency of goals, and all created a sense of belonging and collaboration. OKRs further enhance teams working together as they can have shared goals important during times of change.

There is a rough angle to this also, there can be people who may not suit this pivot and may not scale for it. It is important to identify them, give feedback for development, change roles if necessary and take tough calls as needed. As needing to scale and change at times can be tough and may not be something a person may fit in, the organisation has to be logical and practical, while providing all support and time for the person , to take the right decisions for themselves and the person at the right time. It’s not easy but should be looked at while re looking at what talent is needed and will scale and change.

This is an excellent point and step. Celebrate the WHAT and outcomes, and celebrate the HOW, the behaviours as that will set the right role models and expectations from all in such times of change.

Pivot or not, you have to focus on the patient/client. Be curious and mindful all the time - where is the failure demand? i.e. what are the things that cause a failure (from the patient's perspective) these are always the things that cause rework/failure demand. Constantly look and listen to what patients want and need.

During a company pivot, focus on clear communication, aligning teams with the new direction, and fostering adaptability. Traditional performance metrics may need adjustment as the emphasis shifts from stability to innovation. Encourage risk-taking and learning from failures to drive the necessary experimentation during this transformative period.

Consider creating a system of monthly updates. These sessions become essential during change as the ways to work (how) changes. This would also provide employees with an opportunity to be open and share their challenges in real time