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.
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.
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.
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.