▪  Managers in an organization must know what the company stands for—and what it will not.  Managers must therefore be proactive in reinforcing (supporting) desired workplace behaviors, and must be confident and skilled in addressing behaviors that may not "fit" with what the company is looking for.

Our experience has shown that many companies fail to realize how interconnected many of their internal "systems" (performance management, management development, planning processes, etc.) really are.  We seek to ensure that client systems are as business-focused and as aligned as possible.  The goal is to create ultimate clarity on where the company is headed, what it will take to get there, while reducing as many barriers between people as possible.

Performance Management Systems

We believe companies should clearly articulate, in their performance management systems, the core behaviors desired from all contributors within the company. In this way, employees can:

Performance management systems should achieve three primary objectives:

1. Provide a blueprint for orienting   employee actions/behaviors

2. Serve as a useful management tool for sparking dialogue

3. Provide a clear picture of where an employee stands in terms of their contribution to the organization

Our process to refine or overhaul performance management systems includes:

• Reviewing established visions, values and goals
• Identifying critical success factors/desired behaviors necessary to achieve business goals
• Developing a performance management system that is easy to use and understand
• Facilitating manager training sessions for use and implementation
• Facilitating company-wide sessions introducing the new system

Workplace Assessment & Planning Tools

Our philosophy regarding assessment instruments supports what we learned in business school:  management should utilize data to assist in decision-making.  The main impact of data is actively opening dialogue:  What, if anything, does the data suggest?  Any impact upon our strategic direction, service to customers, attraction and retention of talented employees, etc.? 

Perim Consulting utilizes assessments with client organizations to gather data regarding:

• Employee perceptions of the work environment
• Areas of strength & opportunity within divisions, departments, teams or groups

Helping to implement new company OD roll-outs, refining/overhauling performance management systems, linking systems to business needs (present and future) of organizations, consulting and providing keynote addresses are several of the ways we provide value for our clients in the area of Organizational Development Initiatives.