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“Performance Management teaches fundamental tools that bring you better control. It’s become the system we use when we communicate a change.” |
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--Manager, Intel |
“We need to improve the
effectiveness of our managers.” This is a common reason for bringing in
Interact. Improving effectiveness involves more than a half-day training
program and a few rote steps. Below are a few of the questions we ask, and
some of the answers our customers have given us.
| Interact Questions | Examples from Interact's Experience with Customers | ||
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What does “lack of effectiveness” look like in your organization? |
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There are specific strategic objectives at
the top of the organization, but supervisors and employees don’t
understand their roles in achieving them. Managers and employees don’t get clear, honest feedback in a timely way. Functional groups, project teams, and departments don’t keep each other fully informed. People work within their comfort zones, avoiding tasks that require new and difficult skills. |
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What business impact do these issues have? How common are they? How costly are they? |
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Units duplicate each others’ efforts,
wasting time and setting the stage for conflict. People put intense energy into low-priority projects, then lose their motivation when the priorities are made clear. Managers are blind-sided or embarrassed when information they should have known about is made public. People work long hard hours, but don’t accomplish much. Morale and motivation suffer. |
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What are some approaches for addressing these issues? |
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Organization Design: Change the balance
between functional managers and project teams. Centralize or
decentralize a core competency. Map and redesign key value-adding
processes. Organizational Systems: Implement an enterprise-wide information system. Improve the performance-management system. Implement a project-management system. Training: Interact’s courses in Performance ManagementTM and Performance Problem SolvingTM have played a key part in improving managers’ effectiveness. |
