What does a performance culture look like in a business that is computerising and automating? This is a good question to consider as it will have significant impact on many of the short to medium  term decisions you need to make regarding your employees, their work practices and the capability you need to develop in that group of people. Over the last 20 years in my experience there have been many definitions of high performance. While there are multiple differences I have also experienced a number of consistencies. For example many businesses have identified and aligned workforces to the company values; they have set performance targets and measured to see if the targets are achieved; they have put systems in place to develop their workers both technically and behaviourally; they have created reward schemes to help motivate high achievement; they have created succession pathways to enable people to progress their career within the organisation; they have created a safe working environment. When you speak with managers and employees within organisations regarding the above mentioned systems and processes, they are generally positive about them; they also often remark that they could be better. When you explore the statement “they could be … Continue reading Future of Work – part 2 – Shifting focus of performance?