Performance - to measure or not to measure?

World is changing and while the jury on performance reviews is still not out, we do need to have some sensible way to understand how the organisation is performing and what is each individual doing to make themselves better.

In this moment, better organisations are preferring performance systems that are now more about the future than the past. The past is however in some ways an indicator of the future and cannot be ignored. While some organisations are completely trashing performance reviews and replacing them with coaching and check-ins, some others are experimenting with a combination.

Conversations
All systems need however a human intervention – automating leaves out the engagement. And the the newest trend is having two types of conversations.
• Weekly Check-ins
The purpose of the check-in is to address issues as they happen and give meaningful inputs for both the organisation and the individual. It can be a simple process with quick 15 minute conversations.
• Quarterly Reviews
The reviews are half hour conversations more about longer-term solutions and ideas. This is also used to review strengths and development actions taken and impact of it. They are also an occasion where the individual gets to understand how their work really impacts the organisation.

Organisational Alignment
In all performance and alignment systems, a starting point is objectives and goals. This can become very complex when you put roles, competencies, values and organisation objectives. An easier option is to define 3 to 5 goals/expectations from individuals. The smaller the organisation, the easier it is.

All routine activities that the individual is anyway expected to do should be just one goal. The other goals must be dedicated to the organisation’s annual or quarterly objectives/direction.
Ideally, the Organisation goals and CEO goals are the same. Each person reporting to the CEO publish how they will support the goal.

One of the best systems to do this that is now widely published is the OKR. Objective and Key Results of every individual is transparent and made available to everyone in the organisation. Check out this book for more information on OKR System and how it was used at Intel, Google : Measure-What-Matters-John-Doerr.

(Photo courtesy: Marta Longas from Pexels)