Performance@Work

BUSINESSES THRIVE WHEN PEOPLE ARE EMPOWERED
empower|me unlocks the performance puzzle, and empowers your people to fully engage.

Organisational and individual performance improvements happen only when there’s a clear understanding of the connections in the organisation’s internal and external systems.

There are a recommended three levels of performance- the organisational level, the process level and the job/performer level- and ideally the performance goals, structures and management actions at all 3 levels are aligned.

  1. Organisation performance is the performance desired by the business. Factors that affect performance at this level include strategies, organisational goals and measures, and the organisation’s structure and deployment of resources.
  2. Process performance is the performance requires of all processes(production, order fulfillment, product development, complaint-handling, billing, planning, hiring,sales,distribution and so on). These processes should meet the needs of customers and stakeholders and must work effective and efficiently. The goals and measure for all processes must be driven by the requirements of customers and the organisation.
  3. Job performance is the performance required of all jobs in order to achieve the process-level performance. It is concerned with how the work is performed and managed by individuals within the organisation. Factors that affect performance at this level include hiring, promotion, job responsibilities and standards, feedback, rewards, training and so on.

So as we can see, a lot of opportunities within these areas for performance to slip.

The empower|me pathway navigates all 3 performance levels and supports you to align them, so that your people are empowered and performance improves.

How to improve performance

Whenever a performance improvement lever is pulled, it must always be remembered that it is part of a system. The above 3 levels of performance are interdependent. That means any attempt to introduce an organisational goal will fail if that goal is not supported by processes and human performance systems.

Equally, a job can’t be defined by someone who doesn’t understand the needs of the business process that the job exists to support.

From this, it’s clear that before performance at any of the three levels can be managed, the expectations for that performance need to be established and communicated.

It’s also crucial that the purpose of the business is clearly defined and communicated throughout the organisation.

Where managers barely communicate with their peers in other sub-systems; it is highly unlikely that workers are reaching out across the divide. A leadership structure which pays lip service to cooperation, but demonstrates competition or silo mindsets, will not engender a systems approach throughout the organisation.

The empower|me pathway navigates all 3 performance levels and supports you to align them, so that your people are empowered and performance improves.

 

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