The company had moved toward a matrix management structure
with 700 people employed. Better internal communication
was required in terms of who has responsibility for managing
individuals’ performance within that structure. Secondly,
the grading system (rated from 1(low)-5(high) was not being
used correctly due to avoidance behaviours among other factors.
This resulted in nearly 500 of their staff being paid bonuses
at levels 4-5, who actually hadn’t performed at that
level – resulting in substantial impact on the bottom
line.
Short development workshops and facilitated sessions were delivered to fill the
void
Outcomes & Feedback after training and Appraisals:
Management were able to manage within the new structure
to ensure on-going performance was monitored. Following
the next round of appraisals:
410 staff were recorded at level 3
170 staff were recorded at level 4
20 staff were recorded at level 5
Bonuses were paid at the appropriate level with significant
cost savings to the company