Deep diving and tailoring performance management system to specific needs

• MWS conducted an analysis of its performance management processes, specifically examining elements such as goal setting, performance monitoring, and linkages to outcomes to uncover opportunities for improvement.
• Goal Setting: To address concerns surrounding inconsistent goal setting and alignment, MWS introduced 'goal pillars', which are predefined categories reflecting the organisation's strategic priorities, providing greater clarity and flexibility in goal-setting.
• Performance Monitoring: To address the pain point of a lack of structure in performance discussions, MWS implemented a simplified mid-year review and two quarterly informal check-ins. This empowers managers to effectively address performance issues and create an environment of psychological safety.
• Establish linkages between Performance Management & other HR areas: To clarify the connection between performance and outcomes, MWS engaged in a thoughtful process of determining what truly matters to employees. Subsequently, they aligned and documented criteria and effectively communicated the ratings and behavioral expectations to all employees, enabling them to understand the linkages between performance and outcomes

Driving continuous improvement through change management and employee listening

• As MWS transitions towards their new framework, the organisation focuses on enhancing employee experience through identifying personas, user journeys and key moments that matter for different employee segments.
• To address potential resistance, MWS delivered multiple training sessions and planned communications to employees and managers, helping them to understand the impact of the changes and facilitated a smoother transition.
• To evaluate the effectiveness of the new framework, MWS implemented a post-implementation survey to assess the impact on employees and managers, enabling them to drive continuous iteration and improvement.