Companies understand the need to set strategic objectives, and Human Resources plays a pivotal role in ensuring these strategic objectives are achieved. However, do your employees understand how they contribute to achieving the strategic organisational objectives and where they fit in terms of impacting the company’s bottom line? Furthermore, can you as an HR Manager measure and report on what each employee’s impact is on these organisational objectives?
The challenge is that employees often feel left to their own devices when it comes to achieving these strategic organisational objectives. Frankly, not understanding how you as an employee contribute to the set objectives, and where you fit in terms of impacting on the company’s bottom line, may cause malalignment in the workplace.
Some of the factors that contribute to this include:
- Objectives are unclear and seem to be unrelated to jobs employees perform;
- Poor/lack of organisational communication;
- Not linking job specific objectives to organisational objectives;
- Job profiles and competencies are not clearly defined;
- Learning and development is either non-existent or not aligned to jobs specific and company objectives; and
- Employees feel disengaged from their own performance management due to a lack of transparent processes in the company.
Strategic objectives & accountability
Recent studies have shown that revisiting and updating organisational objectives quarterly, lead to a high-performance organisation that is 3,5 times higher than other organisations, irrespective of the industry (John Doerr – Kleiner Perkins Caufield & Byers). The re-confirmation or re-refinement of objectives keeps managers and line managers motivated to achieve set objectives and empower employees to take responsibility and accountability in terms of their own performance.
Technology allowing interaction
Employees need to be given an opportunity to relate what they do, to business objectives, and, there are a number of options to get engagement from employees. Smart phones as a common form of technology, with an app that allows people to define their work in terms of their supervisors’ or managers’ objectives, is the way to go. This basic technology, driven from a central cloud solution, not only allows employees to take full responsibility for their own performance, it also provides organisations with vital performance information to monitor the impact people have on the overall business objectives.
Transparent & dynamic performance management process
The crux of this process is to link each employee’s job profile and specified outcomes to the strategic objectives of the organisation. As employees respond to and record progress on their performance managers can monitor and comment, offering feedback, all whilst it all feeds into a central platform that summarises the information as an easy to view and explore dashboard. The entire process is transparent and dynamic and is accessible to track and respond, offering business intelligence to measure the impact of employees on the strategic objectives of the organisation.
Employees’ impact on business
Effortless employee engagement takes place whilst line managers and supervisors are continuously updated on progress. This form of shared accountability and responsibility takes the complexity out of the situation and ensures that true learning and development takes place with full momentum, whilst providing management with a comprehensive dashboard of the impact employees have on strategic objectives.
For more information on how Skillogical can add value to your existing platforms by integrating tools to measure business impact, please contact us on T 010 020 5600 or visit the website www.skillogical.com.
9 November 2018
COMPILED BY : ANNERINE RIGA
ON BEHALF OF : SKILLOGICAL – www.skillogical.com
CONTACT : 083 381 5025 / 011 675 0912