Performance Management

Strategic Performance Group creates performance appraisal systems that measure and develop strategic competencies and performance factors critical to a client’s success. Our goal is to build a process that people will actually value and use, because it is tied to the real work that gets done, not to ivory tower performance ideals.

SPG strives to construct performance evaluation systems that are based on solid research, rather than the latest management fad. We use a variety of formats, including 360-degree or multi-rater feedback, management by objectives, behaviorally-anchored rating scales, and online performance appraisal.

By addressing the topics below, SPG develops performance management systems that guarantee our clients a maximum return on their investment in human capital.

Motivating High Performance: understanding factors that influence performance, including environment, ability, and motivation

Strategic Performance Standards: establishing performance standards that support the organization’s strategic objectives

Effective Methodologies: designing a performance appraisal system that provides meaningful feedback to employees, balancing thoroughness with ease of administration

Ensuring Success: understanding why performance appraisals fail and developing approaches to ensure success

Coaching: training for managers on giving meaningful, ongoing feedback using coaching to achieve performance goals

Legal Compliance: adhering to legal guidelines concerning performance appraisals, including documenting discipline

360° Feedback: alternative sources of appraisals, including multi-rater feedback (360°, 270°, 180° feedback)

Avoiding Rating Errors: training appraisers to avoid common rating errors, such as halo, leniency, central tendency, etc.

Linkage to Compensation Systems: integrating performance management and compensation to ensure fair, transparent and motivating pay-management practices