๐๐๐ซ๐๐จ๐ซ๐ฆ๐๐ง๐๐ ๐๐๐ง๐๐ ๐๐ฆ๐๐ง๐ญ ๐๐๐ญ๐ฌ ๐๐ญ๐ซ๐๐ญ๐๐ ๐ฒ ๐๐จ๐ซ ๐๐ซ๐๐๐ค๐๐๐ฌ๐ญ
A company may have an excellent strategy, but does that guarantee success?
Who turns the strategy into reality? While managers manage and leaders lead, the real work is done by individual contributors, who form the foundation of the organisational pyramid. Their performance is key to driving organizational success.
So, how can organizations ensure that individual performance aligns with strategic goals? This is especially pertinent for companies with large workforces.
For example, in a company of 1,000 employees, around 100 to 200 may hold leadership and managerial roles, while 800 execute core tasks. Ensuring consistent performance from this majority is vital to achieving strategic goals,
๐๐๐ฒ ๐๐ฎ๐๐ฌ๐ญ๐ข๐จ๐ง๐ฌ ๐๐จ๐ซ ๐๐๐ซ๐๐จ๐ซ๐ฆ๐๐ง๐๐ ๐๐ฅ๐ข๐ ๐ง๐ฆ๐๐ง๐ญ
1. Are individual goals clearly defined and aligned with organizational strategy?
2. Do employeesโ daily tasks contribute to these goals?
3. Do employees know their progress against their goals every day? Do they know how they have contributed to the organizational goals today?
4. Is the organization able to track progress of its strategic goals?
5. Can leaders transparently identify key contributors and laggards down the line?
If the answers are consistently โyesโ, then the organization has a robust performance management system that ensures alignment between individuals and organization objectives, driving success for individuals and the organization. However, if any of these answers is โnoโ, strategic goals are unlikely to be met. Lack of effective performance management will lead to strategic failure from the start.
๐๐ก๐ฒ ๐๐จ๐๐ฌ ๐๐ก๐ข๐ฌ ๐๐๐ฉ๐ฉ๐๐ง?
Misalignment between organizational objectives, managerial expectations, and individual goals is often the cause. Hardworking employees find their daily efforts failing to contribute to broader strategic goals. This leads to frustration, disengagement and ultimately attrition.
๐๐จ๐ฐ ๐๐๐ง ๐๐ก๐ข๐ฌ ๐๐ ๐๐๐๐ซ๐๐ฌ๐ฌ๐๐?
This requires an agile performance management system, supported by a digital tool, that can translate high level goals into daily or weekly sprints.
The system:
1. Breaks down higher-level goals to lower-level goals
2. Translates goals into tasks and subtasks, mapped to daily or weekly activities.
3. Tracks task completion at individual, team, and organizational level.
Such a system provides real-time visibility into contributions, helping employees โ at all levels – understand how their efforts drive organizational success. This fosters engagement, improves performance, and ensures the organization achieves its objectives.
Does your performance management system ensure achievement of strategic objectives? Can it translate high level goals to agile sprints?