BuDaPeSt Itinerary

Don’t be too quick in announcing that your organisation’s performance management has to be changed.

Performance management is like a major artery leading to the heart of your organisation - your company culture. When there is a problem, you don’t want to get ready for a bypass operation immediately - sometimes an angioplasty may be enough.

Personally I always start with the following knowledge gathering - I call it my BUDAPEST itinerary.

1️⃣ Know your company’s BUsiness
2️⃣ Know your organisational DAta
3️⃣ Know your PEople
4️⃣ Know your company’s unique STrengths

Once your diagnosis is complete, you may start with the following:

Try to:
✅ Create few but big, ambitious goals with key results
✅ Ensure regular check-ins and transparent feedback for performance AND behaviours
✅ Review your performance achievements and lessons learned at least 3 times a year

Avoid:
❌ Focus on ranking of individuals more than the achievement of the goals
❌ Lack of recognition of achievers
❌ Too many objectives or none at all

What is your go-to method for keeping the arteries of your organisation clear and the heartbeat of your company culture strong?

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This is Müge Gabbott, supporting leaders in creating high performing teams using OKR-based performance management.