Driving A High Performance Organizational Culture

This goal-setting season, here is a reminder, whether your organization is reviewing mid-year goals or setting new goals for next financial year. Driving a high performance culture in the organization starts with the Organizational Strategy. Departmental, team and individual goals must be aligned to the Organizational Strategy. Everything that everyone does in the organization must be linked to achieving the Organizational Objectives. If it is not, they should not be doing it.

Driving a high-performance culture also requires a fit-for-purpose performance management process in the organization. In short, there must be clear policies and procedures of how performance is managed in the organization, including how top performers are rewarded and recognized, as well as how non-performance is addressed.

The key driver to effectively managing this process lies with the capacity and capability of the management team. This team is where the rubber meets the road. This means that they must be trained on these policies and procedures and most importantly, be able to administer them fairly, consistently, and equitably.

Another important driver for driving a high performance culture is promoting a learning and development culture where employees can grow. There must be opportunities for growth and development. The organization must support and enable this culture because it creates a win-win outcome for both employees and the organization.

That said I have the following questions for you:

1) Is the goal setting process in your organization designed to achieve a high performance culture?

2) Are the employees in your organization regularly rewarded and recognised for top performance?

3) Do you have a fair and consistent process for addressing non-performance?