Introducing Orgro’s Superb Strategic Performance Management Solutions

Effective management, in any of its multitude of guises, is not a hit-and-miss affair. A company owner, top executive, senior, mid-level, and junior managers may strike it lucky once or twice, but this does not change the facts – if this critically important function is to be successful and truly effective, it should be planned along with strategic principles.

This is particularly relevant when the strategic management function is focused on performance, which impacts the organisation on every level and in every aspect – either positively or negatively. The latter characteristic is obviously one which should be identified early, addressed before it becomes an overriding or all-consuming problem and in so doing, avoided, via a new or revised, well-orchestrated, multi-level management strategy or plan.

The plan itself, plus the performance of the company’s people must be managed. The strategic management role is vital in every organisation, particularly the in roles of its people, which are a business’s most valuable asset, without which it would cease to function.

Flexibility Factor for Scenario Changes

It must be pointed out that a strategic management plan is not stagnant and should therefore be flexible. It’s an on-going management function, which should also cater for and plan to accommodate changes, unexpected eventualities and altered scenarios, as and when they occur. Simultaneously, all affected aspects of performance should be revaluated and readjusted accordingly, if and where a changed scenario necessitates this.


A strategy is a well-thought-out, carefully considered plan that’s put in place with the purpose of achieving a goal within an identified period of time. Numerous steps are involved in order to achieve the desired outcome, the goal. A time frame is also attached to achieving each step on the journey to the final, desired result.

  • Keep in mind that it is necessary for companies that wish to remain relevant to renew and refresh their products and services, to prevent stagnation, decline and eventually their demise or obsolescence.
  • Is there still a market for your goods?
  • Which improvements and changes are likely to give your enterprise the edge over competitors?
  • Set a clear, realistic, achievable goal.
  • Assess the current position and status of the organisation as is in relation to competitors and its market sector’s conditions.
  • Assess competitors and the current business climate and market conditions.
  • Identify and specify which steps should be taken in order to attain the goal.
  • Ideally, also plan how to adapt to possible scenario changes.
  • Identify what resources are required and whether your current resources are up to the task, as well as how and where they may be best and most productively utilised during and after the adoption of your new strategy.
  • A combination of optimal strategic steps or processes and the commitment of the right personnel in the right positions are the essence of achieving peak performance, maximum productivity, and success.


The reasons why people sometimes fail to perform optimally are many and varied. Some resists change too, so it’s vital to communicate effectively throughout the organisation. Maintaining a policy of keeping personnel in the dark unnecessarily has been the death knell of many a company and has no place in modern performance strategy or its management.

  • Engage all personnel by communicating honestly and transparently throughout the organisation.
  • Train, mentor, guide, motivate and equip personnel to fulfil their roles and job requirements effectively.
  • Know your people and indicated that they’re valued contributors and partners in their own and the company’s goals and journey towards success.
  • As far as possible, be cognisant of each person’s natural abilities and talents; ideally take these characteristics into account when developing their skills and placing them into specific jobs.
  • Remember the importance of individual and collective trust, buy-in and commitment.
  • Performance must be measured, monitored, assessed, and managed periodically, in accordance with the plan and its steps, ensuring that timely corrective measures are implemented.
  • Ensure that recognition and reward systems are included.

These are only “nutshell” or “thumbnail” descriptions of what’s involved in the complex field of strategic performance management.


However, Orgro specialises in various vital aspects of this important sector that largely depends on the skills and dedication of people and processes.

As your partner in this area, Orgro will help you and your personnel achieve personal and collective goals. We’ll assist you to establish or renew a comprehensive strategic performance management policy, plus whichever programmes, interventions, reward schemes and more may be required – factors that deliver results along the road to success and beyond.

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