The High Performance Machine

A goal without a plan is just a wish!

The whole concept of performance management continues to evolve across business and with this evolution more and more managers and employees are finding themselves increasingly confused as to what it all means and why it’s valuable. Motivation theory bundled up with some organisational behaviour and a mix of strategic permeation has diluted a concept that should be pretty basic. 

Let’s drop the buzz words and focus on what matters?—?it’s time to simplify! In my professional experience, there has always been a natural relationship between managing performance and enabling it with a solid and well considered talent development plan. Good performance management shows just how ‘self aware’ a business really is?—?relevant and aligned development can unlock high performance as well as ensure that the necessary focus on ‘leveling up’ is occurring so tomorrow challenges can be overcome with ease. 

Performance management is not about Policing performance or ensuring that the baseline expectations are being met. That’s simply day to day management. My idea of effective performance management is clarity of goals and what is collectively important for everyone so a level of higher performance can be achieved. It’s also about an opportunity to discuss the differences between being effective in your job vs. making a more valuable contribution towards success. Understanding your purpose and impact will ultimately make you a more productive and fulfilled person. 

On the topic of fulfillment, goals and competencies are all fine but they really need to be meaningful and challenging if a team or individual want to be stimulated in their role and motivated to achieve more. Establishing a set of business goals is just one part of the process?—?following up with development opportunities that align to the enabling of these goals is the key to success. You can’t do better without being better so I believe there should always be a more complete conversation about where the business is moving and what you need to do to contribute towards getting there. Doing our jobs more efficiently and competency is just half the battle?—?being aware of the direction we need to focus on is the other! 

Achieving High Performance is a delicate challenge but with stimulating, challenging and aligned growth opportunities as well as clear reasoning behind development objectives and an opportunity for input, a performance management conversation can be a very powerful tool to help plant the seed to achieving a viable competitive distinction through preparedness and organisational agility. 

Michael Arkins