Apparently, a company must have an objective to achieve in its operating activity and in its development process. This can be defined with the help of strategic action plans initially designed by the promoter at the time of its creation.
An analytical study of the performance must be carried out over a period
In practice, the level of results obtained over a given period will be the subject of an in-depth analysis in figures to enable the Management Controller to better understand the importance of the overall success rate of the actions carried out by the company in achieving the objectives it has set itself and at the same time to understand the constraints encountered. In doing so, an evaluation of the company’s performance is necessary at all levels, namely: financial, economic, social and organizational. Among other things, qualitative and quantitative indicators are used to measure efficiency by means of a significant ratio, which it is interesting to shed light on at a later stage.
Each type of management in a company leads to a corresponding performance
In principle, three types of management can be distinguished: lax management, motivational management and authoritarian management. As a result, three separate kinds of performance management have emerged in our view. But what interests us most is that at the present time the leitmotiv that should illuminate the decisions of managers in order to become a managerial coach remains in the search for an effective collaboration between the company and its employees. The aim is to stimulate the motivation of employees in their actions as well as their sense of belonging for a better safeguarding of the company’s interest and for the reinforcement of its employees’ capacity.
A new concept of professional coaching has emerged
It follows that this inevitable new passage towards the establishment of a principle based on corporate modernity can only contribute to the evolution of a new figure of professional coaching that can meet the expectations of every active member of staff in a modern company. Ultimately, the effective success of performance management is based on the consideration of a common two-party vision in order to define the objectives to be achieved within the company. And personal initiative on the part of everyone can also lead to a better assumption of responsibility without always having to be steered throughout the year.