What is the performance management cycle?
To achieve extraordinary results, the performance management cycle is the continuing process that assures success. The cycle is the same, whether you are managing a single employee, or an entire organization. It looks like this:
How does accountability fit in the performance management cycle?
The Merriam-Webster’s Dictionary defines accountability as the obligation or willingness to accept responsibility. Good performance management not only defines the desired results but fixes accountability with specific team members to put each piece in place to achieve those results. When team members are held accountable for their work, real results begin to happen.
An important caveat
Accountability for results in a broken system, however, is an unfair expectation. Remember that 94 percent of the problems that organizations face stem from systems that aren’t working. If I am assigned accountability for results in a broken system, then my first move must be to evaluate and fix the system. That is why a key tool used in the performance management cycle is process improvement. Read more about how process improvement finds and fixes the breaks in systems here.
Back to our discussion of accountability
At Professional Growth Systems, we have made accountability a critical component of each tool we use in the performance management cycle, as described below:
- Strategic planning: Your vision is divided into strategic initiatives, which are subdivided into year-end targets, which are then broken down into quarterly outcomes. And, you guessed it: Those outcomes are assigned to specific team members for completion. And that creates accountability. (Read more about strategic planning, here.)
- Project planning: Every large project has tracks of activity that must be completed in order for the project to be finished on time and within budget. Responsibility for each track is assigned to a project team member. And that creates accountability. (Read more about project planning, here.)
- Process improvement: Fixing the systems you work in is critical to getting the results you want, in every facet of your organization. Employees who work in the system are asked to identify breaks, suggest sound solutions and work on implementation. This gives employees in the system the authority to make the needed changes. This authority breeds responsibility. That creates accountability. (Read more about process improvement, here.)
Teaming with clients on the performance management cycle
One final word on accountability and the performance management cycle. What is the role of accountability among Professional Growth Systems personnel and the organization we are working with to implement a performance management cycle? When we sign on to work with you, our goal is your success. We hold ourselves accountable for bringing the tools and skills you need to get where you want to go. We teach you how to put those tools and skills into action. We believe so strongly in our tools that we guarantee your success. However, you have accountability in that process as well. A tool is only good if it is used — and used correctly.
In summary, we will bring the tools, train you to use them, and follow up regularly, to be sure you understand what you need to understand, and that you make progress. You can hold us accountable to do that. Likewise, we will hold you accountable to use the tools consistently and correctly. It is in that relationship of mutual accountability that we continually achieve extraordinary results with our clients. Please visit our case studies page for more information and links to specific examples.