An effective organization is one that is able to: 1) meet its objectives, 2) align talent to business strategies, and 3) achieve specified levels of progress towards its goals. Achieving sustainable results requires an organization to be capable of maintaining high performance day after day, year after year.
High performance organizations have:
- Strong financial results.
- Satisfied members and employees.
- High levels of individual initiative.
- Aligned performance measurement.
- High productivity and innovation.
- Reward systems.
- Strong leadership.
A high-performance organization achieves financial and non-financial results that are better than those of its peer group over a period of time.
Five key components to developing an effective organization include:
- Performance Management
- Change Management
- Employee Engagement
- Organizational Surveys
- Talent Management
A well designed Performance Management Process does more than just evaluate employees once a year. It establishes clear expectations, provides ongoing and meaningful feedback to employees throughout the year, coaches to support employees to perform at higher levels, and prepares employees for future roles and responsibilities.
When there is clear communication between employees and supervisors, employees understand their role within the organization and how their day to day service to members affects the culture of the organization. Having timely feedback improves employee’s confidence, which results in an increase in the quality and quantity of their work.
Successfully managing the people-side of change requires thoughtful planning and sensitive implementation. In order to achieve the required business outcome, team members should not feel that change has been imposed of them. Instead, it will be more easily accepted if people understand the need for change and have an opportunity to contribute to deciding how the change will be managed.
If team members are involved openly and as fully as possible they will be less likely to resist and obstruct change. Change also needs to be realistic, achievable, and measurable. Consulting with and involving people early on in the planning and implementation of change, as well as showing how change will benefit them on an individual level will result in more buy in and support right from the onset.
Creating change within an organization takes hard work and structure around what must actually take place to make the change happen. However, tools like workshops, face-to face communications and anonymous surveys will help team members better understand and effectively cope with the need for change.
To achieve strategic results organizations need engaged and committed employees. Engagement is voluntary and a discretionary effort that effects employees’ willingness to learn and perform work.
Higher levels of engagement occur when employees understand how their work contributes to the mission and vision of the organization. When employees feel personal ownership for their contribution in the organization they become fully involved and enthusiastic about their work. Productivity increases and there is greater discretionary effort from employees. Employees are key to an organization’s effectiveness. When they are fully engaged it furthers the goals and interests of the organization as a whole.
Managing employee performance is vital to having a highly effective organization.
Employee satisfaction surveys determine areas that support the organization’s plans and identifies areas that require improvement. Such areas would become priorities in planning for the future.
Survey results help to understand employees on a deeper level you will understand how to engage them and help them connect their roles and responsibilities to the mission and vision of the organization.
Having the right people, with the right knowledge and skills, at the right time is vital to achieving the mission, vision and goals of an organization.
Effectively managing the organization’s talent directly correlates with how effective the organization is. High staff turnover and underutilized talent is costly and wastes valuable resources in both time and money.
Strong succession planning creates an environment where young people can learn and advance, valuable veterans are identified and rewarded, and executives are able to select candidates for leadership out of a full pipeline of talent within the organization.
The stability of an organization depends on increasing retention of organizational talent and building a strong talent management system. Developing a database of information can increase retention of organizational talent and reduce turnover and the associated costs of replacement. Engaging the heads and hearts of employees, tapping into their creativity and energy in meaningful ways, and aligning individual with organizational goals, all contribute to supporting the growth of the organization.
We help aboriginal organizations focus and align themselves on what they want to achieve in the future by building human capacity. Call (416) 487-5300 today to find out how we can help you to release the human potential in your organization.