Leverage the Power of the Performance-Values Matrix

Ever struggle with managing your team’s performance?

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Summary

Dallas Romanowski, an Executive Coach and the author of Performance Culture, demonstrates how the Performance-Values Matrix can help you develop a team of high performers with great chemistry.

The Performance-Values Matrix gives you tremendous insight that not only tells you if your employees are achieving their goals but also how well they are embracing your Core Values.

Transcript

Managing your team’s performance is the most important responsibility we have as leaders. Yet, so many of us struggle to manage performance effectively. And to be fair, I was one of those leaders until I started using the Performance-Values Matrix. My name is Dallas Romanowski, I’m an Executive Coach and the author of Performance Culture. In this video, I’ll show you how the Performance-Values Matrix can help you develop a team of high performers with great chemistry.

The Performance-Values Matrix gives you tremendous insight that not only tells you how well your employees are achieving their goals but also how well they are embracing your Core Values. As leaders we want everyone to be a Star, the same way a Head Coach wants great athletes who work hard and play well together. If your organization is achieving its goals and has engaged employees, I suspect you would see mostly stars on your Performance-Values Matrix. However, if you are not achieving all of your goals or chemistry could be better, you may see a pattern that’s very scattered on the Matrix.

And that’s ok because you need this type of transparency to know how and where you can improve your company’s culture. For example, let’s say you have a manager that evaluated his entire team in the star category, but you know that team hasn’t done so well. This will highlight one or two issues. This first issue may be with alignment. If this is the case, the manager could probably do a better job of aligning employee goals with the team goals and core values. The second issue may be related to how a manager coaches an individual. Having crucial conversations can be tough and because of this, it’s often avoided. However, when you give employees the honest feedback they need amazing things can happen.

When you start using the Performance-Values Matrix, you may find it will take one or two cycles to determine the best objectives. And that’s ok because it means you are moving closer to building an awesome organization.

For decades, performance has been measured with one-dimensional scores. Such as below expectations, satisfactory or excellent. The problem with measuring performance this way is that it often doesn’t motivate people who negatively affect your company culture to change. I really encourage you to rethink how you manage performance today and consider using the Performance-Values matrix. It will help you achieve the results you want through focus, accountability and team chemistry.