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Freedom of Choice Means Having the right performance management tools every time

Performance management consultants certainly don’t lack choice when it comes to performance management tools. Most of these focus on similar areas such as 360 reviews, appraisals, goal setting, and personal development plans.

The scope, functionality and complexity of these tools varies, making it difficult to find one tool that is ideal for the full range of potential clients and potential focus areas. But changing tools to suit specific assignments isn’t always easy – particularly if you have to buy a license for each one.

Tools tend to focus on managing individual performance. This is essential, but it isn’t the whole picture. The Performance Climate System (PCS) is unique in that it applies over 30 years of academic research to pinpoint the factors that drive high levels of team and organisational performance.

The research has shown, beyond question, that the difference in perception between leaders and their teams across the dimensions of goals, roles and process (transactional performance), and adaptability, connection and resilience (transformational performance) determines overall performance.

Added Value Insights

PCS is designed to complement your existing performance management tools. Where PCS enables you to add greater value with your clients is the ability to track the organisational climate. You can then offer insights into differences between how leaders and their teams view the organisation and their place within it. PCS also provides the insight on to how to address the gaps: what you need to focus on, and how greater performance can be achieved.

Not all of your clients are ready for PCS. And we believe that consultants need the maximum flexibility to draw on the right tools at the right time.

Because we appreciate the need for flexibility we don’t tie PCS Practitioners into buying a license or to any commitment to selling a specific number of PCS campaigns. You are best placed to know the clients you work with, and those that are ready to make the most of the powerful insights you can deliver through using PCS.

Becoming a Practitioner is straightforward. You become certified through our comprehensive and acclaimed e-learning programme. You are then supported by Performance Climate System Ltd with regular open forum webinars, check-in phone calls and an active LinkedIn group.

And when you have a client that is ready to get serious about organisational performance it’s easy to purchase your PCS campaigns via the PCS website using your Practitioner login . What you pay is based on how much you use the tool.

Interested in becoming a Practitioner? Find out more.

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Zac's Challenges:

Zac’s tech business is growing rapidly. He’s gone from being a developer with a good idea to now overseeing an ever-expanding team. Zac knows that in order for the business to grow successfully, it needs to stay true to its founding values and his staff need to feel valued and engaged. Zac wants to understand if he and his team are on the same page and he needs to do it quickly and cost effectively.

Zac's PCS Solution

Zac decides to use PCS Lite to get a quick temperature check of how his team are performing and what they think about the business. The PCS Lite report quickly surfaces the fact that his team have lost sight of the organisation’s purpose and goals. Zac realises that he needs to improve his on-boarding processes and help orientate the new team members better in the company culture and vision. 6 months later, Zac uses PCS Lite to check his new onboarding process is working; concludes that the growing team are much better aligned to his vision and are generally operating in a more positive working environment.

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Annabel's Challenges:

It’s Annabel’s job to help the Partners in the firm manage their clients and ensure they’re consistently adding value. Recently, Annabel has been asked by one of the Partners to find a tool or framework that the consultants can use to benchmark new clients looking for team and leadership improvement programmes. It needs to be cost-effective, established and reputable and able to be branded with the firm’s own logo.

Annabel's PCS Solution

Annabel recommends PCS Pro to the Senior Partners as it provides an objective measurement of team and leadership climate against which the consultants can build performance improvement programmes. PCS has a good track record, academic validation, excellent training and customer service, so she’s confident that it’s the right tool for the firm’s consultants to use.

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Sarah's Challenges:

Sarah has to keep across the multiple training and development needs in the organisation and do it within a tight budget. Recently, Sarah’s been asked to design a L&D programme that improves the staff retention rate and helps staff feel more engaged with the changes happening in the organisation, not least the shift to more flexible working.

Sarah's PCS Solution

Sarah uses PCS to measure how different teams across the organisation are performing and look at any patterns which suggest the need for organisation-wide, leader or team training. Sarah notices that all teams and leaders have a low climate score in the Processes segment. Sarah knows that allocating budget in this area will improve performance. She works with the Senior Management Team to review the organisation’s processes as they transition to more flexible working and designs a training programme to support staff in the transition. She’s helped staff to feel supported, acknowledged and engaged which ultimately drives performance. 

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Jim's Challenges:

Jim’s client has a team that’s not performing as well other teams in the organisation. The team has a high staff turnover, sickness and the lack of cohesion is impacting the team’s wellbeing and performance. Jim needs to get to the bottom of why this is happening and design effective coaching interventions which can generate tangible results for his client.

Jim's PCS Solution

Jim uses PCS Pro to measure / benchmark how the team and leader are performing across the 6 segments critical to team performance – Goals, Roles, Processes, Adaptability, Connection and Resilience. He can immediately see the disparity in Goals, Processes and Connection between the leader’s perception and those of her team. He uses this information to build a coaching programme designed align team and leader. After 6 months, the team seems to be more settled and productive. Jim remeasures using PCS Pro – the results show the client the effectiveness of his coaching intervention.

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