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What do you do if your performance evaluations don't align with the organization's strategic objectives?

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When you discover a misalignment between your performance evaluations and your organization's strategic objectives, it's a signal to pause and reassess. In urban planning, where long-term vision meets concrete action, such discrepancies can hinder progress. Your first step is to understand the strategic objectives deeply. These goals are the compass for the organization's direction, often embodying the community's aspirations for growth, sustainability, and livability. If your evaluations don't reflect these aims, it's crucial to identify the disconnect. Are the metrics outdated, or do they fail to capture the nuances of urban planning? Reflect on this to pave the way for realignment.

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Pegah Khanjari

UI/UX Designer | 7+ years of teamwork experience | Figma | Increasing team spirit, forceful leadership skills, strong…

1 Recognize Gap

Recognizing the gap between your performance and the organization's strategic objectives is pivotal. In urban planning, this could mean your projects are not contributing effectively to overarching goals such as enhancing public spaces or improving transportation networks. It's important to evaluate whether your personal or team's objectives are in sync with these larger aims. Sometimes, you might find that your success indicators are too narrow or not sufficiently integrated into the broader urban fabric. Acknowledge this misalignment and prepare to bridge the gap with a proactive mindset.

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Angus Lavin

Interim Chief People Officer - Fractional CPO, People and Business Change Programme Manager
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Performance management is used for both day to day operational performance as well as targeting resources to deliver strategic objectives. If it is clear that your department/team has no alignment with your organisational aims then one would suggest there is misalignment operationally and strategically. From an employee perspective it is important to make sure that your objectives are what your manager and department needs. You don't necessarily need to have strategic objectives in your appraisal. If you do then I would suggest you are a director or a key employee in delivering a goal.

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2 Seek Feedback

Seeking feedback is an essential step in understanding performance evaluation discrepancies. Reach out to supervisors, colleagues, and stakeholders in urban planning initiatives to gain insights into how your work is perceived in relation to the strategic objectives. This feedback can provide a clearer picture of expectations and reveal areas where your focus may need to shift. It's not just about what you're doing well, but also about what could be done differently to align more closely with the organization's goals.

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Pegah Khanjari

UI/UX Designer | 7+ years of teamwork experience | Figma | Increasing team spirit, forceful leadership skills, strong presentation
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When discussing your performance evaluation with your supervisor or manager, specifically request feedback on how your current performance aligns with the organization's strategic objectives. Ask for concrete examples or instances where your performance may have deviated from the desired alignment. Understanding these specific areas will provide clarity on where improvement is needed and guide your action plan effectively.

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3 Adjust Goals

Adjusting your goals is a necessary response when facing a misalignment with organizational objectives. In urban planning, this might involve revising project targets to better address community needs or sustainability criteria. It's about ensuring that the outcomes of your work directly contribute to the strategic vision. This process may require redefining success metrics, setting new milestones, or even changing your approach to project management. The key is to remain flexible and committed to the organization's broader mission.

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Angus Lavin

Interim Chief People Officer - Fractional CPO, People and Business Change Programme Manager
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I don't agree that your performance objectives need to align to the strategic objectives as the day to day work wouldn't be delivered. However, this is dependant on the level of role that you are working at. However, I would suggest that leaders draw the connection from vision to strategic outcomes and then how their functions and teams contribute to it.

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4 Enhance Skills

Enhancing your skills can be a game-changer when addressing performance evaluation misalignments. In urban planning, staying abreast of the latest methodologies, technology, and policy developments is crucial. If your performance evaluations suggest a gap, consider seeking additional training or mentorship. This could involve learning new software for urban design, understanding more about sustainable materials, or improving stakeholder engagement techniques. By expanding your skill set, you can better meet the evolving demands of your role and contribute more effectively to strategic objectives.

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5 Collaborate More

Collaboration is often the key to aligning individual performance with strategic objectives in urban planning. Work closely with other departments, community groups, and policymakers to ensure that your projects support collective goals. This integrated approach can help you gain a broader perspective on how your work fits into the urban tapestry. By sharing knowledge and resources, you can find synergies that enhance your performance and drive progress toward shared objectives.

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6 Reflect Continually

Continuous reflection is vital for ensuring that your performance remains in step with strategic objectives over time. In the dynamic field of urban planning, strategies and goals can evolve rapidly in response to new challenges and opportunities. Regularly take stock of your projects and their impact on the community and environment. Be prepared to adapt and refine your approach as you gather new insights and feedback. This ongoing process of reflection and adjustment is essential for personal growth and for contributing meaningfully to the organization's mission.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Angus Lavin

Interim Chief People Officer - Fractional CPO, People and Business Change Programme Manager
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It is always important to keep aligning the organisation and adjusting your organisation to meet your day to day and strategic requirements. There is however, no need to redo performance management every time there is a change. If that is the case then I would suggest that the leadership are reacting and not leading the organisation properly. Just saying ;)

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What do you do if your performance evaluations don't align with the organization's strategic objectives?

1

2

3

4

5

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7

1 Recognize Gap

2 Seek Feedback

3 Adjust Goals

4 Enhance Skills

5 Collaborate More

6 Reflect Continually

7 Here’s what else to consider

Urban Planning

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What do you do if your performance evaluations don't align with the organization's strategic objectives?

1

2

3

4

5

6

7

1 Recognize Gap

2 Seek Feedback

3 Adjust Goals

4 Enhance Skills

5 Collaborate More

6 Reflect Continually

7 Here’s what else to consider

Urban Planning

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