The document outlines five key steps for successful performance management transformation, emphasizing the need for a strategic shift from traditional methods to ongoing feedback and coaching. It encourages adopting modern technology, changing organizational culture, implementing changes in manageable increments, and ensuring accountability through continuous measurement of results. By approaching transformation thoughtfully and systematically, organizations can enhance employee development and overall value.

1. 5 TIPS TO SUCCEED
PERFORMANCE MANAGEMENT
TRANSFORMATION
IN PLANNING AND EXECUTING
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2. Let's discover how to plan and execute performance management
transformation at your organisation in 5 digestible steps
PERFORMANCE MANAGEMENT TRANSFORMATION
IS BECOMING CRUCIAL AS ORGANISATIONS EVOLVE.
New performance models are focused on:
Agile goal
setting
Regular
feedback
Coaching Development

3. 1.
Take into consideration more than the strategy itself.
TRANSFORMATIONTRANSFORMATION
How will you bring employees along on a journey
of performance management transformation
at your organisation?
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DEFINE THE NEW STRATEGY:
THE START OF THE TRANSFORMATION

4. Moving from a traditional annual review process
to on-going feedback and mentoring is not
easy. It will take time, effort, coaching and
constant reminders.
ALIGNMENT
Ensure that all aspects of this strategy
line up with organisational goals.
Aligning employees to the right set of
objectives remains a key success factor.
October
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1. DEFINE THE NEW STRATEGY: THE START OF THE TRANSFORMATION
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5. Create your performance management
strategy by:
Show employees what is expected of them.
Establish cascading organisational and team goals.*
Defining objectives
Establishing goals and processes
Being clear on how to measure progress
Rewarding achievements
Deciding what, how and how often to report
* 6 Steps To Bringing Your Performance Management Into The 21st Century,Patrick Willer, 27 June 2016
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1. DEFINE THE NEW STRATEGY: THE START OF THE TRANSFORMATION

6. ADOPT MODERN
PERFORMANCE MANAGEMENT TECHNOLOGY
2.
A change in technology will be necessary for transformation.
Today’s modern performance management solutions focus on
making ongoing feedback processes easier.
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7. 2. ADOPT MODERN PERFORMANCE MANAGEMENT TECHNOLOGY
The solution you adopt should include:
Robust analytics
Dashboard functionalities embedded
Easy web and mobile-enabled access
An ‘anywhere, anytime’ philosophy
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8. 2. ADOPT MODERN PERFORMANCE MANAGEMENT TECHNOLOGY
Key Considerations:
Choose a solution that is part of a unified talent
management solution, so you have a complete
data view of your employees.
Ease-of-use regardless of location
Rapid buy-in and adoption by employees
and managers
Fast implementation and capabilities to
evolve and adapt with you on your journey.
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9. SHIFT
PERFORMANCE MANAGEMENT CULTURE
3.
The organisation’s mindset toward the purpose
of performance management must change.
Performance management is an enabler
of on-going mentoring and development.
Performance management is a tool to
determine reward and compensation.
THE OLD WAY THE NEW WAY
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10. Decouple performance conversations and
compensation discussions.
Instead, combine performance conversations
with mentoring and coaching.
Encourage ongoing feedback and use change
management teams to shift the emphasis
from top-down evaluation to continuous
development.*
3. SHIFT PERFORMANCE MANAGEMENT CULTURE
*Performance Management – The Secret Ingredient, Deloitte University Press, 27 Feb 2015
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11. 4.
START THE JOURNEY OF TRANSFORMATION:
IMPLEMENT IT IN BITE-SIZED PIECES
Recognise that this IS a journey.
Roadmap your implementation into digestible chunks of changes.
Do not be disheartened by obstacles. Expect them and embrace
them. It means that change is happening – and that’s a good thing.
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12. 4. START THE JOURNEY OF TRANSFORMATION: IMPLEMENT IT IN BITE-SIZED PIECES
EXAMPLE: ADOBE’S TRANSFORMATION*
Started in 2012.
Year by year, the company
accomplishes a little more of its
transformation objectives.
By month 36, HR leaders
were seeing the benefits…
Its employees find it much easier to
start a conversation regarding
performance today and are
receiving better feedback
than ever before.
2012
Turnover levels remained very
low despite an increasingly
competitive talent market.
Performance Management – The Secret Ingredient, Deloitte University Press, 27 Feb 2015
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13. MEASURE SUCCESS…
CONTINUALLY
5.
Ensure that you can be accountable for
transformation and its benefits.
Use your performance management system’s analytics function to monitor results.
Make data-backed
decisions
This is a continual cycle of improvement and adjustment
as you track results and refine your process.
Identify
problems
Notice
opportunities
Take action
in time
Adjust plans
as needed

14. MAKE AN IMPACT
Done well, performance management transformation can
have an inspiring and developmental impact on your
employees and drive value throughout the organisation.
Investing the time upfront in the planning stages will serve your
organisation a lot better in the long run than trying to
accomplish it in the shortest amount of time possible.

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