Keeping the Strategy Alive

Keeping the strategy alive by motivating staff to continuously support and work to achieve divisional objectives.

Managing Individual Performance

Once you have identified the divisional goals and objectives for your department, you are able to break it down even further by identifying performance objectives and goals for specific teams and individuals within your division. You would need to consider the following aspects:

• Job roles and responsibilities for which teams and individuals were appointed.
• The level of expertise of individual team members.
• The level of competence of individual team members.
• The time availability of team members.

This process must be brought down another level by identifying KRA’s for each team and individual, as well as performance objectives and goals relevant to the achievement of that KRA, based on individual levels of expertise, competence and time availability. There are two fundamental tools for managing the performance of individual staff:

Students can manually mark this item complete: Keeping the Strategy Alive by Motivating Staff To...

The Individual’s Role/Position Description

The first step in the performance management process for a staff member is to identify the roles they have been employed to perform and the skills they possess to fulfil these roles. These details are contained in the ‘job description’.

The Business/Team/Department Plan

Once you have determined the role the person is required to play and are clear about their skills and experience level, you are able to match these with the performance requirements of your team/department/business. Based on the relevant business, team or department performance plan, note the key performance requirements of the persons you are considering. These requirements are determined by the role they play in achieving the departmental or team objectives.