Performance management has evolved enormously over the years I've been involved with these programs. When I think about the situations where I saw performance management program have a real and tangible impact on the organization's success, however, there is one common factor. What they all had in common was an extraordinary level of leadership commitment.
One particular case comes to mind.
I once worked with a large retail company that had a very strong and charismatic CEO. Let's call him Vinny. Vinny kept a close eye on everything his HR department (which reported directly to him) did. He didn't seek a lot of hands-on involvement in program development or review, but he insisted on final approval - or veto - of any changes, updates or new program components. As so, as we moved to final recommendations for a new performance program, the VP of Human Resources and I found ourselves in a long meeting, presenting the new program details to what first appeared to be only a semi-engaged Vinny. I recall him sitting there, silhouetted in profile against his floor-to-ceiling office window, eyes nearly closed as he listened in silence to his VP talk through each element of the recommended program.
Then suddenly he snapped to attention.
"Wait a minute, wait a minute," Vinny said, wheeling around to face us. "I have an idea!"
The VP and I, caught off guard by his sudden outburst, just stared at him in surprise.
"This program!" he said. "Why couldn't this program be the way that I communicate to all employees my vision and plan for the year? Why couldn't I use this program to lay out what we have to accomplish as a company, and then what each department, and - ultimately - what each employee has to do in order to help us make that happen?"
At this point, he stood up and began pacing with excitement around his office. "This could be just the kind of program I need to get important information to everyone who works here, and get them all on board to get the things done that will make us all successful! And to help them see where they can grow and improve their performance, and even their career, with us!"
"What," he said, turning back to us, "do you think of that?"
In what I thought was a stunning display of self-restraint, the VP of Human Resources managed to hold back any response except, "What a good idea!"
With that, Vinny sat back down, grabbed his copy of the performance management recommendations that had been sitting ignored on his desk, took out his pen and began editing them.
Long story short, Vinny helped us tailor the program in a way that reflected his management style and communication preferences. The program that we rolled out shortly afterward not only had his mark on its design but also - more importantly - had his full unqualified support.
And the impact of this was nothing short of remarkable.
A number of other organizations and stories come to mind, including the CEO of a financial services company who took the time to sit in on every single one of the six management training sessions and the ten or twelve employee orientation sessions that we held in preparation for the roll-out of the new (potentially controversial) performance program. Not just for the initial five minute intro, but through each and every hour-and-a-half session. Not because we begged and pleaded, but because he instinctively understood that this was necessary in order to make it clear that 1) this was for real, 2) he meant it, and 3) there would be consequences for those who didn't follow through on their responsibilities for the new program.
And I am convinced that it was this gesture - a huge investment of time for a very busy and, yes, important person - more than any other thing, that made the program have the incredible impact it did for this company.
Life and these lessons in particular have taught me to be an evangelist for executive commitment to performance management. And really, this is true for many if not all key Human Resources initiatives.
Creative Commons image "leadership" by Roberto
A funny story, it's good that I don't have such Vinnie, but there are professional guys https://hrforecast.com/
Posted by: Max | December 07, 2021 at 09:12 AM
Glad you enjoyed, Max!
Posted by: Ann Bares | December 07, 2021 at 10:59 AM