What If…


NUGGET : Bring your management process into the networked age. Assess your performance management process’ contributions to alignment, culture and your organization’s change process.

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Imagine that you want to find a better way to help people work toward common goals in turbulent times. A way of managing that’s great for the business and the people in it. And imagine that you introduce this approach in a way that actually jazzes the organization – wakes it up to the New World of Work – stimulates the transformation that you know has to happen “sooner” (for there will be no “later”).

Then, rather than patch up that old performance management process, redesigning the forms for the umpteenth time and tweaking the rating and ranking system that people either love or hate (depending on where they sit or how well they can play the game) make the big decision. Say resolutely, “Enough of this! We need discipline, yes, but what does this mean in a performance environment where we need both focus AND flexibility, supportive, strong leadership AND self-management/collaboration?”

After four decades in the change management business, it still mystifies me that companies stick with management practices that have more negative than positive effects – practices that people game. Why continue approaches that discourage the collaboration, transparency, and innovation that are vital to success in this rapidly changing world of work?

The first part of the answer is to say: “When you are in a hole, stop digging!”

Then, step back and think about what’s important and why. Here are two actions you can take. First, take a deep breath and think about the people side of your enterprise. Give it the design thinking it deserves, for all the money and assets of the business are nothing without the people who put them to work. To help you in this process, email me (pat@patmclagan.com) to request a copy of “Innovating Performance Management.” Send it to whomever you want in your organization. Use it to start a new conversation about “where to from here.”

Second, think about the impact of your current performance management practices on the business and its people. Take this short survey (8 questions) about your people management practices to help you think about what is happening and where to go from here.” In a few weeks I will summarize the survey results across all (anonymous) respondents and we’ll see what you all say.

NUGGET : Bring your management process into the networked age. Assess your performance management process’ contributions to alignment, culture and your organization’s change process.

~Pat McLagan

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