Performance Management Systems

The key to creating a successful Performance Based employee evaluation process lies in the organization's ability to generate a critical mass of "buy in" across the organization, particularly at senior levels. Taylor-Nelson helps the parties build a broad support level for this kind of change. We utilize Organization Development tools, technologies and approaches to assure commitment, implementation and follow through. We incorporate the latest intranet and other technologies to make the process easy to understand and use.

People support that which they help create. Taylor-Nelson helps people experience a sense of full ownership of the evaluation process. The challenge is overcoming the all too common opinion that performance management systems are hollow, meaningless activities that waste time and don't make a difference. We show the parties cutting edge approaches to work performance measurement and help guide them through the best practices choices, allowing them to customize their own approach and system so they will sense and experience ownership of the evaluation experience.

Taylor-Nelson helps the organization integrate performance management process with other critical organizational systems, including the leadership development effort. We know that only those work performance systems that are supported by and compatible with the rest of the organization's systems will work. Compatibility is the key.

As the new system is designed important underlying assumptions about the meaning of work, the preferred management style and the organization's values and norms are tested. The parties review the latest leadership concepts and use the performance management development process as an opportunity to clarify their values and objectives.

The new system will be firmly grounded and organized around the organization's stated values and operating principles. At the same time Taylor-Nelson help assures that emphasis is placed on a balance between operational objectives and performance and personal/team development. A truly effective process will place equal emphasis on meeting tangible operating objectives and management and supervisors "walking the value talk". It will emphasize coaching and mentoring skills and ask for upward evaluation.

Coaching and supervisory skill training are critical key skills needed to support a successful performance management process. We help guide partnerships based on self awareness and authenticity. We will provide the necessary training for supervisors and managers to use their new system effectively. We will teach coaching and counseling skills so that there are people on board who will help with the on-going performance management process, available to intervene and assist managers with difficult situations. Those trained will be steeped in Organization Development technology so they can be additional agents of culture change if a change is underway or contemplated.

In many cases the organization will want to use its own people to implement the new system. We will train your people in train-the-trainer, facilitation, communication, goal setting and internal consulting skills so they can do this successfully.

Taylor-Nelson provides assistance with the:

Readiness preparation and design:

Achieving initial by-in from key stakeholders
Building an in-house team for oversight, design and development
Identifying system support elements and requirements
Assess organization needs and desired outcomes.

Setting up and helping the DESIGN team:

Getting the team to work together
Collecting and examining best practices
Learning and adapting new models & performance evaluation systems

Setting up the training content and develop Content Delivery Team:

Teach fundamentals of organization change
Train organization members as trainers
Teach new performance management system content

Creating a Performance Management Support System:

Reporting and communicating
MIS, IT and structure changes
Tie into strategic planning, HR systems, goal setting and budgeting

Evaluating Success of Performance Management System:

Measurements for enhanced employee morale
Measurements for elevated levels of work performance
Develop other key success measures

Our Organization Development approach to creating a new performance management system features a substantial effort on achieving employee and management support for the change, a change that supports other changes, organizational self-examination and organization learning. This approach is most appropriate for an organization that seeks a culture characterized by high personal dignity and respect for the individual; a culture that aims to foster individual and organizational accountability and commitment.

For more information contact Taylor-Nelson

Taylor-Nelson

5042 Woodman Ave.

Riverside, Ca 92506

800-788-8471