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Running a business isn’t about playing in a final every day of the year. It’s about playing an entire season, the ups and downs, players arriving, players leaving, players refusing to train, big opponents, crap opponents, the goal droughts, the scoring streaks. You need to switch up your tactics, rotate players, and eventually average out enough points per game to come out on top at the end of the season.

This is done through training, feedback and analysing success: Through performance management.

Performance Management can help link employee performance to broader organisation objectives. In turn, allowing you discover how to motivate employees and drive performance.

Key features of our performance management programme

Without giving the game away, we will come in and start to think like a sports coach; analyse and tweak. Create a grid matrix with your A-players and B-players, short terms goals, long-term goals, and next coaching action. Never slip compiling your results, and always look for room for improvement. The matrix will never be static, and it’s the leader’s or manager’s job to make sure that as many people as possible make it into the A-list.

We do this, so that further down the line we can:

Performance manage and record results.

EVERY DAY if possible. Weekly, at a very minimum. Display & share results for everyone to see. This is also crucial for buy-in. It’s rewarding for some, painful for others. Leaders and managers need to take responsibility for making sure the painful results are followed by positive reactions, and in almost every case, support to fix the underlying issues.

Reward outstanding performers.

It goes without saying, one of the biggest buy-ins is the carrot. Great performance management yields incredible gains for the business, so praise those who have smashed the targets consistently. CONSISTENTLY.

Reward big improvers.

Just because someone has gone from 50% of their target to only 80%, doesn’t mean you should still ignore them, or even worse, whip them, because they’re under target. Performance management is all about improvement. An improvement of 30% on the scoreboard needs to be celebrated with the same zeal as an over-performer.

Raise the bar.

If you’re constantly hitting all your targets, demand more of yourself and your team. Performance management isn’t only about getting up to a certain level, it’s about constantly finding out what you’re capable of, then exceeding it.

Some of our success stories

Business Transformation for Full Service Agency

Zeta Digital Agency - Office shot 3 - Why Digital case study

Why Digital was contracted by Zeta to instil scalable and efficient sales and marketing processes; to provide a robust framework for growth, whilst also maintaining the identity and culture.

Business Transformation for niche industry challenger

Cold Banana Studio 2 - Why Digital Case Study

As a specialist, niche .NET agency, residing in a hub of digital agencies in Dorset, Cold Banana looked to Why Digital to help the business scale while keeping the core culture intact.

Digital marketing transformation for renowned restaurant

West Beach is a upmarket seafood restaurant on the Bournemouth seafront. They needed Why Digital to review their digital profile to increase their organic visibility online and drive more dining bookings.

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