JRK Consultants have extensive experience of designing and delivering performance management systems.

The key components are:

• Setting and reviewing objectives
• Balanced Scorecard Methodology
• Competency framework
• Feedback and Coaching skills

Setting and reviewing objectives
A key part of effective performance management is to be able to set effective (SMART) objectives that are realistic and achievable. These need to be reviewed throughout the period and then formally reviewed at the end. There is likely to be a link into your Reward Strategy at this point.

There are a lot of skills involved in the objectives cycle. In particular we concentrate on Listening and Questioning skills

Balanced Scorecard Methodology
The balance Scorecard is a really useful tool to make sure that the balance of the objectives set for individuals and departments is linked to the overall objectives of the organisation. We call this process "The Line of Sight"

Competency framework
The neatest approach for large organisations is to establish a competency framework for managing performance. Once established the framework is invaluable for identifying new starters, reviewing performance, assessing poor performance and even making succession plans and identifying staff with high potential.

Feedback and Coaching skills
If a manager or supervisor is serious about developing the potential of their staff they will need to develop the skills to be able to assist in the development. Key skills here are feedback. How to tell someone what they are doing well, or what needs to change. Coaching is an invaluable management skill for passing on skills and knowledge. The beauty is that you do not need to be an expert - just aware of the task and familiar with the process. On the workshops we run, we normally end up teaching delegates to juggle as a way to demonstrate the skills!

JRK Consultants have run workhsops and advised many organisations on Performance management. In many cases we have run a series of workhsops for managers in how to run the system and then run awareness workshoops for staff so that they know what to expect and can contribute to the scheme.

If you would like to talk to someone about your needs for a whole system - or just parts of a perfomearnce management system then email on: PM@jrkconsultants.co.uk