What is performance? 

Outcome-Output-Input?  Individual or team? Efficiency versus effectiveness? Hard deliverables or quality relationships? Shorter term annual objectives or three year contribution?  Annual profit and loss, three year business plan or business strategy?  Key results areas, metrics, activities, adding value?  Line reporting, delegated accountability, matrix management?  1 to 5 rating scales, exceeded expectations, poor performance, in the bottom quartile, they’re great, they need to go!  9 box grid?  Minefield! But at its core it is about setting people up for success. 

Organisations that have a performance culture, which is supported by an effective performance management approach bespoke to their context for the current business cycle, tend to be high performing organisations. 

Teams that are clear on what is expected, the roles required to deliver those expectations and how they work together both practically and emotionally are highly effective.  Sounds easy but is an uncommon practice. 

People who are clear on what is expected of them and how this fits into the organisation, who know how they are doing on an on-going basis, and who feel supported and recognised in their contribution, perform well.




Organisational Performance Cultures & Management

Coordinating and focusing the efforts of employees to deliver organisational performance is no mean feat.

Discover more



Leadership Team Performance

Executive or 'C suite' team effectiveness has a direct link to the organisation’s performance.

Discover more



Senior Leader Performance

We all have our signature strengths - the things we are good at and we really enjoy.

Discover more



Read the latest Research Digest from the British Pyschologist Society


Do you know how to get the most from your people?

Eyeicon30px Discover more

kameleonlogoweb News kameleonlogoweb