Performance management is not an annual appraisal. It is a continuous process of translating organisational priorities into meaningful goals, behaviours and results.
Our Strategic Performance Management workshop helps organisations build a practical performance architecture that connects business strategy, team priorities and individual contribution.
ABOUT THE WORKSHOP
This experiential workshop takes participants through the complete performance management cycle — from identifying what truly matters to creating measurable goals, having meaningful performance conversations and developing people for better performance.
WHAT WE EXPLORE
1. Strategy to Performance
- Understanding organisational strategy and priorities
- Identifying Critical Success Factors (CSFs)
- Translating organisational priorities into departmental objectives
- Aligning individual contribution with business goals
2. From CSF to KRA
- Identifying meaningful Key Result Areas
- Distinguishing activities from results
- Defining accountability and ownership
- Creating role clarity
3. KRA to KPI
- Understanding KPIs and performance measures
- Setting measurable and meaningful indicators
- Quantitative and qualitative measures
- Avoiding activity-based and vague KPIs
4. AKB — Activity, Knowledge & Behaviour
- What the role requires people to do
- What they need to know
- How they need to behave
- Connecting competencies and behaviours with performance
5. Values & Performance
- Translating organisational values into observable behaviours
- Making values part of performance conversations
- Balancing What is achieved with How it is achieved
6. Goal Setting & Performance Planning
- Setting SMART / meaningful objectives
- Stretch versus realistic goals
- Prioritisation
- Individual Development Plans
7. Performance Conversations
- Moving beyond ratings
- Giving and receiving feedback
- Reviewing achievements and gaps
- Handling difficult performance conversations
- Creating ownership and accountability
8. Development & Improvement
- Identifying capability gaps
- Creating Individual Development Plans (IDPs)
- Coaching for performance
- Performance Improvement Plans (PIPs)
- Building a culture of continuous development
THE EXPERIENCE
Participants don’t simply learn the PMS framework. They build one.
Through real organisational scenarios, role-based exercises, case studies and hands-on activities, participants will:
Strategy → CSF → KRA → KPI → AKB → Values → Performance Conversation → IDP / PIP
They work with actual roles and organisational situations to translate concepts into practical performance tools.
OUTCOMES
Participants will be able to:
- Connect organisational strategy with individual performance
- Develop meaningful KRAs and KPIs
- Distinguish activities from measurable outcomes
- Integrate competencies, behaviours and values into PMS
- Set clearer performance expectations
- Conduct effective performance conversations
- Identify development needs
- Use IDPs and PIPs more effectively
- Build greater ownership and accountability
THE SHIFT
From: Annual appraisal
To: Continuous performance dialogue
From: Activities
To: Results
From: Individual targets
To: Strategic alignment
From: Rating employees
To: Developing people
From: PMS as an HR process
To: PMS as a business and leadership process
REFLECTION
“Can every employee see how their work contributes to what the organisation is trying to achieve?”