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How Can Organisations Build a Performance-Based Culture?

High employee engagement drives a company’s success. According to a report, active employee engagement results in a 202% increase in performance. In essence, a performance-based culture precisely promotes that. 

Performance-based culture focuses on creating value. It is an organisational practice to ensure that employees realise their full potential. Although it is sometimes mislabelled as a result-oriented concept that only focuses on organisational success, it is more than that. It is about making employees proactive in their jobs – making them initiators and drivers of growth, which can be incredibly motivating.

How Can Performance-Based Culture Help Your Organisation?

Every organisation aims to have employees who support their vision and zest to drive innovation. They also expect their employees to stand with them even during challenging situations. However, this kind of relationship doesn’t brew overnight. It takes effort from both parties, especially from the employers

Organisations should provide a motivational and continuous learning environment where employees get ample opportunities to collaborate and work independently. However, it is not a one-size-fits-all solution.

A performance-based culture consists of 5 key elements. Let’s see what they are.

  1. Strong Values and Growth Mindset

    High-performing companies hold their values strong, and that is what they want to impart to their employees. The values of a company define the expected and accepted behaviour at the workplace. These values are also the precursors of its long-term vision. However, these values shouldn’t be limiting. They should evolve with time and need to enable a growth mindset.

    Organisations should focus on the bigger picture as they might have to push their limits and work beyond their comfort zones if the market demands it. Such an approach is imperative to growth and innovation.

  2. Open Communication and Transparency

    Employees can only contribute to a company’s success if their ideas are heard and acknowledged. Every employee should be given an equal chance to share their thoughts without any hesitation. Understandably not every idea is worth executing, but it should be dealt with logically.

    So, to create a high-performance culture, practice a transparent system, promote open communications, and discuss ideas. If any of the ideas are creating value on any of the fronts, like operation, workflow, technical support, management, etc., for the company, give them a try. It makes the employees feel included and more willing to work towards achieving the organisation’s goals.

  3. Ownership Among Employees

    Ownership is an underrated trait of high-performing teams. Employees completing the tasks that are part of their JD is expected of them. But taking initiatives beyond their defined role is what builds a high-performing culture.

    If your company wishes to establish a performance-based culture, it must promote ownership among employees. Remember to back it up with rewards and recognition. It will boost the confidence of high-performing candidates and will motivate other employees to get on board.

  4. Right Leadership

    Hire leaders and not managers. Managers focus on getting the work done, irrespective of what employees feel about the process. Such an approach will suit your organisation’s short-term needs. But if you want to build a team that’s reliable and high performing at the same time, you need more than a manager to lead your team.

    Team leaders should create a positive work environment where employees feel appreciated. To achieve this, they might have to play more than one role at times. The best practice is to lead by example. Follow a work ethic that you want your team to practice.

  5. Effective Feedback System

    Attaining the right talent is imperative to building a performance-based culture. And an effective feedback system is crucial to identifying the right talent for your organisation. A company’s HR should establish a review system where all employees are given a chance to share their feedback on all aspects of the organisation. It is better to keep it an anonymous practice so that employees don’t hesitate to speak their minds.

    Promoting a robust feedback system will help your organisation identify its loopholes and fix them before they become significant.

Key Takeaways

Performance-based culture is a cumulative effort that relies significantly on the HR practices enforced in the system. 

However, it is easier said than done. Having the right talent with the right mindset that aligns with the organisation’s goals is not an easy task. It may also vary depending on the organisation’s needs at the time. Taking help from professionals could be the right way to accomplish it. 

We at Coreintegra offer specialised talent acquisition, temp staffing, and networking services. Connect with our team to know more.