A better world through better people-decisions
We provide custom performance management solutions to help you drive mandate delivery
A well-designed and implemented performance management system will:
|Provide your team with a clear sense of how they are contributing to mandate delivery|
|Motivate your team towards improved and focused mandate delivery|
|Provide important staff development information that can be actioned|
We specialise in:
360 performance management
Adaptative performance management
When it comes to custom performance management systems, Anthro will:
|Work with you to understand which specific behaviours you want to engender in your team|
|Design a system which works for your organization and your context (no out-of-the-box solutions)|
|Help you implement, train, and communicate the new system to your team or organization|
Performance management has always been one of our biggest headaches. Unlike private companies, we can’t just dole out financial rewards. We also have the unions to contend with. We approached Anthro to help us design a new rewards system. They asked all the right questions and really got to the bottom of our challenges. Using the latest in scientific research in the area of work motivation, they helped us refocus on intrinsic rewards. As it turned out, we already had all the pieces of the puzzle to motivate our staff, we just needed to arrange them correctly. The effect was virtually immediate. We could see a change in the attitudes of management and staff alike. We had a more engaged workforce and we started seeing spontaneous innovation. Anthro really got us to look at rewards differently and it made all the difference.
I’d never heard of adaptive performance evaluations before working with Anthro. Before we tried this novel approach, we had a real problem distinguishing between the performance levels of our staff. Virtually everyone got a ‘met’ or ‘exceeded’ performance expectation rating and how this was done seemed quite arbitrary despite the existence of guidelines. Anthro listen to our problem and came up wtih a solution for us. Now managers evaluate their staff by simply comparing a series of statements, two at a time, and choose the statement which bests describes observed performance. After a few rounds, the system determines a score on dimensions that are important to us. No more guessing, no more having to write long reports and we finally have a far more nuanced rating that helps us know who our top performers are. Staff are also finally getting useful, actionable feedback which tells them more clearly where there is room for development. Adaptive performance management really helped us get a grip on our performance evaluation process.