Traditional 𝐇𝐑 Performance Management is about 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐬, 𝐒&𝐎𝐏 Performance Management is about 𝐭𝐞𝐚𝐦𝐰𝐨𝐫𝐤. A whole new ball game…
Collaboration in S&OP is often hampered by contradicting financial 𝐫𝐞𝐰𝐚𝐫𝐝𝐬. The 𝐟𝐨𝐫𝐜𝐞𝐝 ranking of high, medium & low performers can be a painful exercise, that also undermines S&OP teamwork. Personal performance targets, that are based on 𝐩𝐚𝐬𝐭 performance, do not necessarily reflect the essential requirements visible in S&OP.
The following HRB article highlights ways to better align individual and team performance. Employees are intrinsically motivated to drive their own learning and growth. Therefore, supervisors should ideally support employees with more 𝐟𝐫𝐞𝐪𝐮𝐞𝐧𝐭 conversations, that allow for the ongoing flux in complex business environments. Thus enabling greater 𝐚𝐠𝐢𝐥𝐢𝐭𝐲 and more focus on the 𝐭𝐞𝐚𝐦’s performance.
Business planning processes that leverage the Integrated Business Sensing (𝐈𝐁𝐒𝐢𝐧𝐠) approach, will improve organisational performance by tapping into the 𝐢𝐧𝐭𝐫𝐢𝐧𝐬𝐢𝐜 motivation of all team members and thereby, strengthening collaboration, candour, respect and trust.