How can you build influence in Performance Management?

When developing PMS system, it is very essential to involve the respective departmental stakeholders in the process and ensure their participation is there. This is very essential if we really want to have positive impact on the PMS system in the organization rather than acting as a one way traffic.

Cross-Functional Alignment:Collaborate with HR, finance, and operations to ensure performance management seamlessly integrates with our organization's strategic goals. Building strong partnerships across departments will secure the resources and support needed to implement effective initiatives. Stakeholder Engagement: Cultivate trust and open communication with employees, managers, HR, and senior leadership. This collaborative approach will garner buy-in for performance management strategies and ensure everyone is working towards the same objectives. Embrace Agility: Continuously adapt performance management to changing environments, markets, and trends to maximize impact.

Learn the Basics: Understand how performance management works, including setting goals, giving feedback, and evaluating performance. Know Your Audience: Identify who you're dealing with—managers, HR, employees—and understand what matters to them. Communicate Clearly: Use language and examples that make sense to your audience. Explain why performance management is important for them and the organization. Build Relationships: Connect with key people and show them how performance management can help achieve their goals. Show Results: Share success stories and data to demonstrate the benefits of good performance management. Provide Support: Offer training and resources to help everyone do performance management effectively.

Build Rapport and Trust: Establish relationships with your team members. Take time to understand their needs, aspirations, and concerns. Active Listening: Understand your team’s perspectives, challenges, and ideas. By actively engaging in conversations and valuing their input, you create an environment where people feel heard and respected. This fosters trust and enhances your influence. Commitment to Your Team: Demonstrate commitment to your team’s success. Be present, supportive, and reliable.

Be Genuine: Show you're sincere and honest in your interactions. Listen More Than You Speak: Pay attention and show you value what others say. Speak Clearly and Concisely: Avoid confusing language and get straight to the point. Follow Through on Promises: Do what you say you'll do. Be Knowledgeable: Know your stuff and offer helpful advice. Respect Everyone: Treat others with kindness and consideration. Be Open and Honest: Share information truthfully. Encourage Others: Support their efforts and growth. Admit Mistakes: Own up to errors and learn from them. Connect Personally: Show interest in people beyond work.

Yes in performance management system, it is very tough to have more objectivity measure, this has some influence in subjectivity also( EX competency skills.) In today technology era, there are ample ways that we can get data on the employee performance from system and other sources. We will need to guide the employee to improve his performance rather than bringing fear in him. As in HR perspective it the collective effort of all employee will help to achieve the organization goals rather than individual goals.

Use Facts: Base your arguments on concrete information rather than opinions. Explain Why: Clearly state the reasons behind your suggestions or decisions. Give Examples: Illustrate your points with real-life situations or stories. Listen to Others: Pay attention to their ideas and respond with logic. Find Common Ground: Seek agreement based on shared evidence. Address Concerns: Acknowledge and respond to opposing views with logical explanations. Show Visuals: Use simple charts or diagrams to make evidence easier to understand. Stay Focused: Avoid emotional appeals and stick to the facts. Be Clear: Make sure your assumptions are clear and logical. Encourage Discussion: Create an environment where everyone can share ideas backed by evidence.

Tell Stories: Share relatable anecdotes that evoke feelings. Use Descriptive Language: Paint a picture with words to stir emotions. Focus on Benefits: Highlight how your message can positively impact lives. Show Empathy: Understand and acknowledge the feelings of your audience. Use Visuals: Incorporate images or videos that evoke emotional responses. Relate to Personal Experiences: Connect your message to real-life situations. Stay Positive: Use uplifting language to inspire hope and enthusiasm. Appeal to Values: Connect your message to what your audience cares about deeply. Highlight Contrasts: Show the difference between the current situation and a desired emotional outcome.

Listen First: Hear out all perspectives before making decisions. Seek Common Ground: Look for areas where everyone's interests align. Communicate Clearly: Express your needs and concerns openly and honestly. Be Flexible: Stay open to different ideas and solutions. Find Win-Win Solutions: Aim for outcomes that benefit everyone involved. Be Respectful: Value each person's input and treat them with respect. Be Patient: Collaboration takes time, so be patient and persistent. Focus on the Big Picture: Keep the overall goals and objectives in mind. Be Willing to Compromise: Sometimes, reaching an agreement means giving up something. Celebrate Successes: Acknowledge and celebrate achievements together.

Deliver on promises! Building trust requires consistency and intentionality. Once you have implemented a new system, provide ongoing training and support. Actively seek for feedback and be open to adjustments. For instance, schedule regular check-ins with managers and employees in a case of launching a new performance management system. Evaluate, address concerns, and demonstrate a commitment to continuous improvement. Do not let your efforts fizzle out, understand that implementing a new system takes time and dedication.

Building a performance management system is one time process, but in current scenario and market changes in technology and process it is very essential to have feedback from stakeholders to meet the market demands. We will need to design the model that it can be on PLUG and PLAY model by having core objectives untouched and adding and deleting KPI and KRA as according the market condition and environmental factors.

understanding organisational context and management philosophy helps in developing, communicating and implementing the performance management model in an organisation. Developing a business case (approach and methodology) and spinning it across cross functional leaders to ascertain the relevance and buy-in from the leadership would ensure better adoption of the model by the employees. Such collaboration would also help in developing the model by discussing multiple perspectives including sharing our approaches (what and why) enabling others to understand and appreciate our thought processes.

Ingressei na empresa em que atuei como líder por mais de 14 anos como estagiária. Desde o primeiro dia busquei aproveitar a experiência ao máximo, para me tornar uma boa profissional. De imediato percebi que aquela era uma chance única e que ali complementaria tudo que vinha aprendendo na faculdade. Ao término do estágio fui contratada. Realiza??o máxima! Segui sempre com um espírito de aprendiz. Até hoje, em minhas novas atua??es profissionais, carrego esse espírito que me leva a consumir tudo que possa contribuir para o meu desenvolvimento profissional: livros, cursos, eventos, palestras, workshops. Procuro sempre compartilhar meu aprendizado. Contribuir com o desempenho de outros profissionais faz com que esteja sempre me desenvolvendo.