1. Key to Organizational Success
Performance Driven Culture

2. Introduction
Culture
Organizations that excel in
their domain are nothing but
the result of their leaders’
painstaking efforts to
inculcate a performance
driven culture.

3. Performance driven culture
Is deep rooted at all levels in the organization
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Performance drives Employees
Employee
Goals and
Targets
(clearly defined and
formally communicated)
Employee 1 Employee 2
Takes initiative for individual
and team performance
and are in competition with their peers
Performance
Continuously
raises the
performance
bar

5. A Bumpy Road
Challenges that an organization faces while
nurturing a performance driven culture
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Challenge 1: Defining Performance Metrics
How to clearly define?
Goals Tasks Measures
How to determine Quantifiable parameters?
Top Leadership
Key Employees
Parameters/
Guidelines
Setting Targets
Goal Setting
Exercise
Managers
All Employees
Performance Metrics are defined
CHALLENGE:
SOLUTION:

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Challenge 2: Collection, Reporting and
Analysis of Performance Evaluation Data
Managing Huge Employee Performance Data
Employee
Achievements
Data
When well
organized
Large amounts
of Data
CHALLENGE:
SOLUTION:
Reports Various Information:
How far are the
employees from
their targets
Business Units that
are performing
better
Business Units that
need to improve
Paper-based
management
Spreadsheet-based
management
SaaS-based Software –
“Performance Management Systems”
Not possible when employing:
The only option:

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Challenge 3: Identifying the Leaders
among Performers
How to find the Top Performers
Current
performance data
Co-relate various metrics
CHALLENGE:
SOLUTION:
Past
performance data
Evaluate Value of and
Consistency in performance
Select the leaders
(the best overall performers)
Write-off manipulated performance data
Use
this for
Succession planning
Promotions
Rewards

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Challenge 4: Reward Systems
How to handle the Reward System?
Reward
CHALLENGE:
SOLUTION:
Reward System
Cash bonus
Promotion
Vacation
Good
Reward
System
Poor
Reward
System
Employees are indifferent
to your Performance
Management System
Poor
performance
More competition
among peers
Better
performance

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Challenge 5: Dilemma of Training or
Dropping Non-Performers
What to do with the non-performers?
Performance
evaluation data
CHALLENGE:
SOLUTION:
They bring down the average performance
Grey areas of
non-performers
Plan Training and
Development
Supervisors give
special attention
and time
Has
performance
improved?
Move to a
different
department
Graciously ask
to look for
opportunities
outside
Retain in the
same position
NO
YES

11. Thank You
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