At Exude, we believe that Performance Management is a system that’s all about setting teammates up for success. Yes, the obvious places to focus on are goal setting and performance check-ins, but the reality is that every communication a supervisor has (or doesn’t have) with their team member is part of the performance management system. Just as infrastructure brings any city or suburb to life or to a halt, so to is performance management a vehicle for bringing out the best in people.
For us, there are 5 key principles to building successful Performance Management systems:
- Start with the intent to set others up for success; the vast majority of people come to work wanting to do a good job.
- You can’t expect something until you’ve first communicated it, and a best practice is to put things in writing.
- Inclusive and open communication means two-way dialogue to drive ownership and accountability.
- The What, the How, the When and the Why are all equally important in rallying teams around common goals.
- If performance isn’t working, the best leaders first look at themselves before pointing a finger at their team members.
Every scope of work for performance management can look a little different. At Exude, we focus on listening first before deciding on an approach. We aim to meet your organization where it’s at and then, work to pace the movement forward. Whether you are using loose leaf and a pen or an integrated HRIS, we can work to activate a PM system that aligns goals, integrates culture, drives inclusion and equity, as well as increased productivity. The process begins with an inventory of current practices accompanied by several discussions (interviews and/or focus groups) to understand the PM culture.
Key elements of PM system that create significant aspects of an employee experience (EX):
- Performance plans and cascading goals
- Culture/values and behavioral expectations
- Coaching model and accountability systems
- Individual development plans
- Rewards and recognition
Our consultants have rich experience in driving culture, inclusion and productivity with PM system upgrades. We engage leaders of people as well as employees to understand what will resonate and then define scalable opportunities to grow individuals, teams and organizations.
Did you know HR impacts these other areas?
Our outsourced human resource consultants recognize where your employee benefits program benchmarks against the competition. They will help you evaluate your current strategy and make sure it aligns with your overall organizational goals.
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Training & Development
Training & Development is a crucial component for all organizations and the growth of its employees. By recognizing where and when this training should be implemented, your human resources consultant can create sustainable impact.
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By listening to where your organization is and what you want to accomplish, we can improve your culture and employee experience. We help you become more intentional about what your employees are feeling throughout their journey at your organization.
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Is your compensation strategy right for your business and employees? Designing and implementing an appropriate compensation strategy will attract and retain the talent you need.
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Case Study: Ewing Cole
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HR Assessments to Improve Organizational Culture
A review of all HR processes and policies with an HR assessment to support the desired organizational culture.
Improving Leadership through Personal Development Coaching
“Leadership and management coaching for me, is an essential tool to help us navigate this critical space.”
Working Together For You
We work with all types of organizations, varying in size and industry to uniquely design solutions that meet client where they are and help them get to where they want to be. Our interdependent approach to HR provides individuals and organizations with perspective, knowledge, tools and support to drive results for your organization.
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