The business world is changing at a rapid rate. Companies like T-mobile, Adobe and many more are tossing out traditional ways of thinking about people management and embracing innovative and fresh perspectives.

And forward-thinking companies need forward-thinking employees. Learning to incorporate performance strategy into your week is imperative if you want to keep up with the ever-changing and evolving talent needs.

But first: what is performance strategy? Performance strategy involves analyzing your current individual performance and then pro-actively using that data to think strategically about your impact and future approach to work and long-term career.

Traditionally, performance management is overseen by a senior member of the organization, like a Chief Human Resources Officer. It is typically a component of a performance review--a company wide process that happens annually, bi-annually, or quarterly that is usually seen as exhaustive, tedious, and generic.

How can you truly be good at analyzing one's performance if you're only doing it once a year? Most people can barely remember what they ate a week ago much less how they performed at work months prior.

The most innovative companies have caught on to this. Performance management is a constant process, one that employees themselves must take ownership of. When you are able to manage your own performance, you don't just get better job results. You'll be able to take the lead in creating work that you truly love. You'll experience increased motivation and hunger at work, additional clarity around your talents and value, and a framework from which to approach new opportunities along your career path.

Four Steps to Great Performance Management

1. Every Friday afternoon, set aside 10 minutes to review your week.

2. Ask yourself the following questions:

  1. Were you challenged this week?
  2. What was keeping you challenged?
  3. Were you bored? Why?
  4. Were you in the Zone?
  5. If so, what caused you to be in the Zone?
  6. How confident did you feel?
  7. What caused this confidence or lack of it?
  8. How would you describe your impact?
  9. Is this the impact you want to have on others or in the marketplace?
  10. What can you do differently next week to be better?


3. Fill out your answers and walk away. Come back to them in a few hours or the next day, and read them again with an objective perspective

4. Draw some conclusions from your answers, and figure out how you can approach the week ahead differently. Use these ideas and your insights to create an on-going conversations with your manager. This data will provide you with the necessary information to speak powerfully and clearly to your manager about your current performance status and what you want for the future.


If you are interested in learning more about how to create your own performance strategy or want to get free access to Laura Garnett's Performance Tracker, contact us here. There is nothing more powerful than becoming fully aware of your potential and having a strategy to unleash it on a regular basis.