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Reader to Leader Series – Performance Management Approach 

Imagine a world of work, where relationships are valued in Performance Management. In the Reader to Leader Series, the chapter explores a Performance Management method.

  • Book: Measure what matters “OKRs – the simple idea that drives 10x growth
  • Chapter 15: Continuous Performance Management
  • Author: John Doerr and his website 
  • Recommended:’ People who want to be better managers’.

Chapter overview:

The book “Measure What Matters by John Doerr”  is a unique way to think about goal setting and by understanding why you want to achieve something is the real secret to goal achievement.

That specific chapter, highlights a relationship building method for performance management in the workplace and how changing the way performance management happens with the recommended CFR approach, it may improve the overall team or organisational performance and improve relationships.

After reading through this chapter, it will inspire youto think differently about the way that we work and re-inventing HR “to champion transparency, accountability, empowerment and teamwork at all levels” as mentioned in the book.

You really want to bring out the best in the people you work with so that the culture is one everyone enjoys.

THE ONE INSIGHT

The insight is the need for collective commitment. To move from an annual performance review approach to a continuous CFR method. To move from an outcome based approach to a process focused approach and to move from always directing and correcting, to more coaching conversations.

The key is to think differently about why we do what we do. Is it to build relationships in the process?

The CFR method is the following:

Conversations, Feedback and Recognition on an ongoing basis that is not tied to compensation.

C – Authentic conversations that are continuous to build an ongoing relationship.

F – Feedback that guides improvement in a coaching style with questions.

R – Recognition to express appreciation for contributions consistently.

John Doerr gives a comparison of the differences between the annual feedback and the continuous feedback way and it is clear that the why behind this is to build relationships and gain collective commitment.

THE ONE MOVE:

Choose one move this week to practice the CFR approach to engage: 

  • Conversations – setup a 5 to 15 minute intentional conversation to engage and increase communication.
  • Feedback – ask questions to get feedback more frequently “ what do you need from me to be more successful”.
  • Recognition – look for moments to express appreciation, notice when someone is trying, and did an extra bit or even celebrate each person in the team more often in the week.

Knowledge with action propels growth.

Try it and track the results to make a difference.

As a coach, here are the two questions to think about:

  1. Why do you use the performance management system that you use?
  2. Is this system effective to move toward engagement and commitment?

 

Chapter 15 from Measure what matters

Read more from the Reader to Leader Series here

We are here to ignite greatness and help facilitate the process of goal achievement.