Three Performance Tools to Support Change

Ever since we started 3C, we have tended to work with organisations going through change, which is not surprising given that how performance is managed needs to be kept aligned with changing organisation strategies, structures and objectives.

While the change process always has ups and downs, I noticed that some organisations find their way to a genuine ‘new reality’ which meets their needs, while others never quite get to the results they are seeking.

How can OD teams use performance tools to help?  There are three main tools that we see in use over and over again during successful change programmes.  These are:

1. the ability to set great objectives that embed the ‘new reality’
2. creating competency frameworks that meet the needs of the ‘new reality’
3. building managers’ confidence and capability at having difficult conversations with their teams

If objectives are changing, maybe a new approach to objective setting and accountability is required.  In my book ‘The Performance Management Playbook’ you will find three practical alternatives to old-style SMART objectives.

Maybe there are entirely new frameworks within which to deliver services.  In which case, not only will objectives change, but staff may well need new competencies.  Make sure your team are fully engaged with what these competencies might look like for different parts of the organisation.

If you have switched to new ways of delivering services, then you may well be on a complete re-structure – requiring managers to manage transitions, staff to develop new skills, and perhaps some hard conversations with staff whose skill sets don’t fit the requirements, brilliant though they may have been at the job ‘as was’.

Building manager competence in ‘difficult conversations’ will be vital here.  If people need to move on, we need to ensure they can leave with dignity and respect – it is not their fault that the organisation’s need has changed.    We have a number of training programmes – virtual and in-person – to help managers handle difficult conversations – you can find out more here.

To play your part in successful change, your OD team must ensure that the new reality is embedded properly through clear meaningful objectives and a properly aligned competency framework, alongside upskilling managers to have a wide variety of challenging conversations that can arise as the change from old to new progresses.

If you would like to speak to us about performance tools to support change, and how we could help,  drop us a quick email, and we can fix a short teams call.

Hedda

01491 411 544

info@3cperform.co.uk