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Implementing a new performance management system: a timeline

Implementing a new performance management system: a timeline
12th September 2019

Implementing a new performance management system: a timeline

As your company grows and evolves, so will your management processes. Sometimes new systems can be implemented quietly and easily, but others, particularly those that affect employees and staff, require strategic implementation to ensure a seamless and successful transition. This is especially the case when it comes to performance management. Already a primary concern for your workforce, performance management must always be presented as positive not punitive, so how do you introduce a new performance management system without making your employees feel scrutinised and apprehensive?

The key, of course, is communication. Here are five communication strategies you should implement (and the order in which you should implement them) to ensure the introduction of a new system is as seamless and successful as possible.

1. Leadership meeting
Conduct a preliminary meeting with company leaders to explain that you want to implement a new system, and discuss the ways in which it will benefit the company. Early leadership buy-in will ensure you have a great foundation for rolling out the new strategy to the rest of the company.

2. Management email
Getting your managers on board will help them feel included and to understand their role in the launch of the new system, aiding successful implementation further down the line.

3. Company-wide email
Giving employees plenty of advance notice about the changes will help to alleviate worries that the new system is anything other than a new stage for the company as it grows. It will also give them time to ask any questions and sort out any concerns they may have prior to launch.

5. Training sessions
Another failsafe way of keeping all employees engaged with and positive about new changes is to deliver comprehensive, supportive training.

7. Recognition
Finally, when the system is finally up and running, do not forget to recognise and commend the efforts of your whole workforce – not just management. This will cement the new performance management strategy as a positive step, and will drive sustained adoption and engagement throughout the company.

This news was brought to you by Morgan Pryce, a specialist tenant acquisition agent with offices in Oxford Circus and the City. Morgan Pryce specialises in search, negotiation and project management and works exclusively for tenants.

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