Are your performance management arrangements helping your people thrive?

Performance management should be more than an annual appraisal or a process for addressing underperformance. When goals are unclear, conversations are inconsistent or development takes a back seat, people can lose sight of how their contribution connects to organisational success.

Performance Framework Design could be right for you if you want to:

• Connect individual goals to organisational priorities
• Create greater clarity about performance expectations
• Establish meaningful Thrive conversations throughout the year
• Give managers a consistent approach to supporting performance and development
• Review or redesign your existing performance review cycle
• Strengthen fairness and consistency across your organisation
• Make development planning an integral part of performance management
• Move away from a process-driven approach towards conversations that add value

Great performance management isn’t just about reviewing what people have or haven’t achieved. It’s about creating the conditions for people to thrive, improve and contribute to organisational success.

What does Performance Framework Design involve?

We review your current performance management arrangements and work with you to design a tailored model that connects individual contribution to organisational priorities and supports meaningful Thrive conversations.

We could explore:

We use these insights to design a tailored performance management model, including an appropriate review cycle, clear responsibilities and a practical approach to ongoing conversations and development.

The result is a model that works for your organisation, supports your managers and helps your people thrive.

What will you receive?

You’ll come away with a tailored performance management model that gives your organisation and managers a clear, consistent approach to managing performance, supporting development and helping people thrive.

The work includes:

• PeopleCore Performance Management Model – setting out your organisation’s overall approach to performance management
• Goal setting and alignment – establishing how individual goals connect to organisational priorities
• Performance review cycle – defining the structure and timing of your performance reviews
• Thrive conversations – establishing an approach to meaningful, ongoing performance and development conversations
• Roles and responsibilities – clarifying what managers, employees and HR are responsible for
• Performance assessment – establishing a fair and consistent approach to reviewing achievement and identifying areas for improvement
• Development planning – embedding individual development into your performance management approach
• Implementation roadmap – setting out the practical steps and priorities for introducing your new model

A model that helps your people thrive
You’ll have a clear performance management model that connects individual contribution to organisational success, supports meaningful conversations and provides a consistent foundation for performance and development.

How does it work?

We work with you to understand your current performance management arrangements, identify what needs to change and design a model that works for your organisation.

1. We understand your current approach
   We start by understanding how performance management works today, what you already have in place and what you want to achieve.
   
2. We gather insight
   We review your existing performance management materials and speak with agreed key stakeholders to understand your current arrangements from different perspectives.
   
3. We assess your current arrangements
   We analyse the information gathered, identifying what works well and where there are gaps, inconsistencies or opportunities for improvement.
   
4. We design your performance management model
   PeopleCore develops a tailored model covering goal setting, performance assessment, Thrive conversations, development planning, responsibilities and an appropriate review cycle.
   
5. We refine it with you
   We work through the proposed model with you, testing and refining it to ensure it is practical and right for your organisation.
   
6. We finalise your model and implementation roadmap
   We finalise your PeopleCore Performance Management Model and set out the priorities and practical steps for introducing your new approach.

How long does it take?
Performance Framework Design typically takes 3–4 weeks, depending on the complexity of your organisation, stakeholder availability and the amount of existing material to review. We’ll agree the timetable with you at the outset.

Let’s scope your performance management model

Every organisation has different performance management needs, so we’ll start with a complimentary conversation to understand your current arrangements and what you want to achieve.

We’ll discuss:

Following the conversation, we’ll provide a clear proposal setting out the recommended approach, scope, timeframe and cost.

From £7,000 + VAT

Your final price will depend on the scope and complexity of the work and will be confirmed before the project begins.

Good to know

Performance Framework Design focuses on creating a clear and consistent approach to performance management that connects individual contribution to organisational priorities.

The work includes your tailored PeopleCore Performance Management Model and implementation roadmap. The exact scope and level of detail will be agreed with you before the work begins.

The standard approach covers one principal performance management model and review-cycle approach. Where materially different models are needed for different employee populations, we’ll agree any additional requirements during scoping.

The project does not include implementing the new model, configuring HR systems, producing every supporting document or delivering manager training unless these are specifically included in the agreed scope.

What happens next is up to you. You can implement your new performance management model within your organisation or ask PeopleCore to support you with specific elements of the implementation. There is no obligation to purchase further support.