The purpose of performance management is to align people performance with your business goals. Therefore, the more effectively you can do this, the more efficiently your business will operate. For example, aligning and cascading objectives is one way of enabling high staff performance. However, in our experience, businesses rarely align and cascade objective effectively, especially organisations with 50 – 500 employees. These organisations are typically managed operationally by senior management.
A key way to leverage more from your existing resource is to make the critical step of aligning and cascading key business objectives.
The purpose of performance appraisals is to motivate and focus staff to deliver their best. As such, the process should start with clear objectives that are aligned with those of the business. Performance appraisals allow you to reflect on progress against these. You want people to have their objectives front and centre for the majority of the year, and paper just doesn’t do that (performance management software does… hint!).
Cascading objectives is a skill that many managers are not familiar with. This is why we have outlined the steps involved in cascading objectives to help managers.
If you think that you haven’t got time to follow these steps to cascade objectives effectively, remember that goal setting is proven to increase clarity, productivity and motivation. Can you really afford for 80% of your organisation to be without clear direction? Without clear direction, your staff are likely to coast, look elsewhere, or make up their own objectives – and these may not be in the direction that you want them to be!
For more information about cascading objectives effectively, why not read our more in-depth white paper on the topic: 10 Tips For Cascading Objectives