A performance driven culture will help the organizations excel in their domain

1. Key to Organizational Success
Performance Driven Culture

2. Introduction
Culture
Organizations that excel in
their domain are nothing but
the result of their leaders’
painstaking efforts to
inculcate a performance
driven culture.

3. Performance driven culture
Is deep rooted at all levels in the organization
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Performance drives Employees
Employee
Goals and
Targets
(clearly defined and
formally communicated)
Employee 1 Employee 2
Takes initiative for individual
and team performance
and are in competition with their peers
Performance
Continuously
raises the
performance
bar

5. A Bumpy Road
Challenges that an organization faces while
nurturing a performance driven culture
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Challenge 1: Defining Performance Metrics
How to clearly define?
Goals Tasks Measures
How to determine Quantifiable parameters?
Top Leadership
Key Employees
Parameters/
Guidelines
Setting Targets
Goal Setting
Exercise
Managers
All Employees
Performance Metrics are defined
CHALLENGE:
SOLUTION:

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Challenge 2: Collection, Reporting and
Analysis of Performance Evaluation Data
Managing Huge Employee Performance Data
Employee
Achievements
Data
When well
organized
Large amounts
of Data
CHALLENGE:
SOLUTION:
Reports Various Information:
How far are the
employees from
their targets
Business Units that
are performing
better
Business Units that
need to improve
Paper-based
management
Spreadsheet-based
management
SaaS-based Software –
“Performance Management Systems”
Not possible when employing:
The only option:

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Challenge 3: Identifying the Leaders
among Performers
How to find the Top Performers
Current
performance data
Co-relate various metrics
CHALLENGE:
SOLUTION:
Past
performance data
Evaluate Value of and
Consistency in performance
Select the leaders
(the best overall performers)
Write-off manipulated performance data
Use
this for
Succession planning
Promotions
Rewards

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Challenge 4: Reward Systems
How to handle the Reward System?
Reward
CHALLENGE:
SOLUTION:
Reward System
Cash bonus
Promotion
Vacation
Good
Reward
System
Poor
Reward
System
Employees are indifferent
to your Performance
Management System
Poor
performance
More competition
among peers
Better
performance

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Challenge 5: Dilemma of Training or
Dropping Non-Performers
What to do with the non-performers?
Performance
evaluation data
CHALLENGE:
SOLUTION:
They bring down the average performance
Grey areas of
non-performers
Plan Training and
Development
Supervisors give
special attention
and time
Has
performance
improved?
Move to a
different
department
Graciously ask
to look for
opportunities
outside
Retain in the
same position
NO
YES

11. Thank You
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