By successfully connecting the three elements -people, strategy and culture- you can significantly improve your business results, enhance employee productivity and increase the likelihood of achieving your business objectives.
By connecting individual and team performance and creating a culture of high performance aligned with business strategy, we design performance management systems and processes in a sustainable manner to improve performance.Our well-designed Personality tests includepersonality inventory, logical reasoning test and neurological psychologicalassessment helps organisations make better decisions.
Our systematic approach to managing performance brings about continuous improvement in organizations through planned changes, which are relevant and feasible in today’s environment. We offer to accelerate the pace of growth for your organization from its existing resources. We design and implement performance management process for bringing about tangible and incremental results
Since each organization is unique, Cengrow experts first diagnose the key issues and problems to be addressed and then work with the total involvement of the organization’s employees in the key areas.
A performance management system is designed by considering your business needs, organizational culture and the system’s integration with other human resource management systems.
A comprehensively designed system can be used in your organization for decision-making, such as pay increases, promotions, transfers, assignments and reductions in force or other administrative HR actions. It could also be used for development, guiding the training, job experiences, mentoring and other developmental activities that employees will be engage in to develop their capabilities.
Cengrow’s experts ensure that your performance management system is user-friendly, effective and has well-articulated tools and processes for accomplishing evaluation activities with defined roles and timelines for both managers and employees. It makes sure that all employees are treated in a fair and equitable manner.
We also understand that the most challenging and important part of developing an effective performance management system in your organization is its successful implementation. We ensure that it is seriously taken by managers and employees and helps to contribute and add value to your organisation’s bottom line.
The results or goals to be achieved by employees should be directly linked to the organization’s strategy and goals. The employee’s development needs should also be taken into account in the goal setting process.
Challenging (but attainable) goals lead to more effective performance outcomes than moderately difficult goals. There are several researches indicating that employee commitment to goals is critically important for goal attainment and that employees must believe that they are able to achieve their goals. Cengrow’s methodology ensures that the employees participate in the goal setting process, accept their goals and are motivated to work towards those goals
Over the years Cengrow has mastered the technique of setting targets by breaking up the organizational goals; and translate and cascaded them into more refined goals and set expectations at the unit, team and individual levels. The most effective practice by us is to establish a hierarchy of goals where each level supports goals at the next level, ultimately working toward the organization’s strategic direction and critical priorities.
This typically requires a series of meetings where, the highest-level executives first develop division goals that align with the organizational goals. Then, the mid-level managers develop unit goals that align with the division goals, followed by managers developing group goals that align with unit goals and so on until the organizational goals are cascaded down to individuals. Individual development goals are targeted either to improve current job performance or preparing for career advancement. This exercise requires professional guidance and help in the initial years.
Setting performance targets in results and behavioural areas for individuals is an integral part of performance management system and it has huge benefits. However it is equally important to discuss the same and feedback should be provided on an ongoing basis throughout the target achievement period. In addition to providing feedback whenever exceptional or ineffective performance is observed, providing periodic feedback about day-to-day accomplishments and contributions is also very valuable.
Having effective, ongoing performance conversations between managers and employees for recognition, coaching and counselling is probably the single most important determinant of whether or not a performance management system will achieve its maximum benefits.
The Managers in most organizations are not skilled in providing feedback so they frequently avoid providing the same because they do not know how to deliver it productively in ways that will minimize employee defensiveness. Cengrow’s approach to performance management integrates this in the system itself and builds capability within the organization so that the benefits are sustained.
Systematic evaluation is supposed to be conducted at the end of the planning period of performance against goals and key result area.
Key results to be achieved vary for different employees, depending on the nature of the individual’s job and assignments. A critical issue faced by organizations is how to measure and evaluate these results and ensure that meritorious accomplishments that had given high contributions do not get ignored. Where some results can be evaluated by tracking various objective indicators of performance, still developing meaningful metrics in organizations must be carefully considered.
The formal performance review session is the most important session from the employee’s perspective. It determines his motivation and loyalty towards the organization. Structuring and documentation in this session are as important as the evaluation. It is also a good time to plan developmental activities with employees.
Cengrow ensures that all your processes are in place and your managers possess the necessary competencies to conduct this session professionally and effectively.
When employees are convinced that their achievements are valued and rewarded, automatically motivation and engagement improves. It encourages learning, innovation, creativity, problem solving and empowerment. In employees’ eyes, their worth is measured by the amount of income they receive. High performing employees are often bothered by the inequity of knowing that they make less than others who are not as qualified; of getting the same ‘across-the-board’ raises as others who have contributed less to the organization; also that they do not have the opportunity to earn bonuses while others do.
One of the strategies being followed in all sectors for retention and talent management is ‘linking compensation to performance’. To make the best use of this tool, organizations have to recognize that talented employees really are a source of competitive advantage and act accordingly.
Cengrow provides number of choices to make, which can be successfully implemented in your organization and integrated well with your strategy, processes and culture.
Many organizations use competency models as a basis for their performance management systems. Competency models articulate the knowledge, skills, abilities and other characteristics as critical work behaviours that are deemed to be most instrumental for achieving positive organizational outcomes.
An advantage of competency models is that they typically include the full array of factors linked with success- technical, leadership and interpersonal. Competency models are especially useful because they not only communicate what is important to an organization but also provide a common foundation for developing integrated human resource systems; such as staffing, training, promotion, succession planning and performance management.
Cengrow helps organizations identify key competencies and define associated critical behaviours that are linked to their strategic objectives and key success factors of their business.
Competency model developed by us can be used in process of selection, placement, redeployment, performance management and evaluation, planning training & development, career role mapping, succession planning and separation.