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Performance Magazine > Organisational performance > Interviews > Practitioner >
Practitioner Interview: Developing Resilience and Best Practices for Performance
Management


PRACTITIONER INTERVIEW: DEVELOPING RESILIENCE AND BEST PRACTICES FOR PERFORMANCE
MANAGEMENT

Written by Len on July 16, 2024. Posted in Interviews, Organisational
performance, Practitioner


 

Nawaf Al Omari boasts over a decade of experience in optimizing teams and
driving project management success. He excels at forecasting staffing needs,
resource management, and fostering collaborations, with a 40% increase in
stakeholder satisfaction. Prioritizing data-driven decision-making, he is adept
at mitigating risks, tracking KPIs, and achieving cost reductions. Nawaf is
strongly committed to delivering results and operational excellence.

In this interview with Performance Magazine, he explores how establishing
strategy and performance management systems can improve the resilience of
organizations to future crises. He also shares his perspectives on cultivating
best practices in employee engagement that highlight professional development,
well-being and flexibility. 




TRENDS



In your opinion, what are the key trends in organizational performance
management in 2024?

Employee alignment with corporate objectives is essential to the success of a
corporation. By ensuring that everyone is working toward the same goals,
productivity and efficiency are maximized. Some crucial techniques involved in
this approach are clear communication, goal setting, performance management,
rewards and recognition, and training and development.

Which of the existing trends, topics, or aspects within performance
management have lost their relevance and/or importance in your opinion?

While performance management is continuously evolving, it’s important to
understand that a few aspects have lost their relevance, such as limited
employee involvement. Traditional performance management systems frequently did
not involve employees in setting goals or providing feedback. The current trend
emphasizes collaborative goal-setting, self-assessment, and two-way
communication to create a more engaged and ownership-driven approach.

What does the corporate performance management system of the future look like? 

Gamification is a cutting-edge strategy that may successfully bring employees on
board with company objectives. This technique can improve employee engagement,
motivation, and performance in the workplace by introducing game-like features,
including competition, incentives, and feedback. 

What will be the major challenges in managing performance in the future, and how
should organizations prepare for them?

Leading a globally distributed workforce has distinct difficulties, particularly
considering the growing popularity of remote and hybrid work arrangements. The
reason is because it might be difficult to manage and assess performance in many
places effectively due to the issues that come with collaboration,
communication, performance evaluation, and engagement, as well as the new
approaches required in these areas.

How is technology impacting the way organizations conduct strategic planning and
manage performance? Any specific tools you would like to mention?

With the use of big data and analytics technologies, companies today can collect
and examine enormous volumes of internal and external data to gain a greater
understanding of consumer behavior, market trends, and rival performance. In
addition, businesses can use sophisticated software to simulate several strategy
alternatives and assess possible outcomes while reducing risks.

In terms of performance management, technologies can help organizations
facilitate regular feedback and provide data-driven performance evaluation. This
approach can help assess outcomes objectively, track progress, and define SMART
targets.

How is sustainability impacting the way organizations conduct strategic planning
and manage performance? Any specific aspects you would like to mention?

Sustainability is essential, not simply a trend. Enterprises that adopt and
incorporate sustainability into their fundamental approach will be in a
favorable position for long-term success. Organizations can create long-term
value, enhance their reputation, and contribute to a more sustainable future.
It’s a win-win for the environment, society, and the organization’s bottom line.

Read More: Practitioner Interview: Khalid G. Alharbi on his career and the
future of the profession




PRACTICES



What should be improved in using strategy and performance management tools to
make an organization even more resilient to future crises?

Organizations must take into consideration enhanced risk management, data-driven
decision-making, and employee development and well-being to enhance performance
management and strategy tools for greater organizational resilience to upcoming
crises.

While navigating these challenging times, what would you consider a best
practice in performance management? 

Organizations must develop a performance management system that, even in times
of difficulty, encourages engagement, resilience, and a workforce prepared for
the future by using these best practices. During these difficult times, there
can be a shift from passively assessing performance to actively assisting and
growing staff members. Emphasizing employee development, well-being, open
communication, flexibility, and adaptation during challenging circumstances can
help businesses overcome obstacles and build a resilient and engaged workforce
that is ready for the future.

How does benchmarking support the improvement of performance management and
target-setting systems? 

Enhancing performance management and target-setting systems may be achieved by
benchmarking, i.e. the method of evaluating an organization’s performance
against competitors in the same industry or against industry best practices.
Organizations may discover areas for development, obtain important insights, and
eventually create and execute a more flexible and effective performance
management and target-setting system by utilizing benchmarking successfully.




RESEARCH



Which organizations would you recommend being observed due to their approach to
managing performance and its subsequent results? Why?

Several firms are noteworthy for the way they handle performance management and
the outcomes they produce. Here are a few companies known for their innovative
performance management approaches: 

 * Adobe removed annual reviews for frequent check-ins to foster continuous
   development. 
 * Netflix applies 360-degree feedback for a more well-rounded perspective on
   employee performance. 
 * Microsoft moved away from annual reviews to focus on goals and development
   through regular feedback.

Given their importance in practice, what aspects of performance management
should be further explored through research?

Several performance management aspects require more investigation because of
their increasing significance and dynamic character in the workplace. Some of
these are the relationships between the well-being of employees and performance
management as well as the analytics and data used in performance management.

What are the key competencies of a successful business leader (C-level
executive)?

They should possess fundamental abilities in the areas of strategic vision and
thinking, innovation, and adaptability to handle difficult issues and guide
their enterprises toward prosperity.

What are the key competencies of a strategy and performance manager that are
necessary to succeed nowadays?

In today’s fast-paced corporate world, a strategy and performance manager’s
ability to succeed depends on a special combination of hard and soft skills.
They should have strategic thinking and planning abilities and knowledge of
performance management and change management.

Read More: Practitioner interview: Nancy Khalil on empowering the strategy
department

What processes and tools do you look at when differentiating a successful
performance management system from a superficial one?

It takes more than simply looking at processes and resources to recognize the
effectiveness of a performance management system. The effect on employees and
the broader culture of the company are important factors to consider. Businesses
might develop systems for performance management that go beyond employee
evaluations. They may promote a culture of ongoing education, growth, and
involvement, making the workplace better for everybody.

What are the recent achievements in generating value from performance management
in your organization?

Several noteworthy successes in deriving value from performance management can
be attributed to recent technological advancements and changing work
environments, such as continuous performance management, personalized
development, and employee engagement.

For more in-depth interviews with world-class professionals, visit Performance
Magazine’s Interview section here.

Practitioner interview: exploring trends and best practices for organizational
excellence
ESG's impact on business: driving organizational performance and beyond
Post Views: 1,356

Tags: organizational resilience, Performance Management, Performance Management
System


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