Expectations Framework

ALLIGNING EXPECTED INDIVIDUAL BEHAVIOUR WITH COMPANY OBJECTIVES AT THE TOP OF THE ORGANISATION.

Signs from the client

“Our evaluation process is subjective and opaque.”

“We don’t manage to give our staff tangible feedback that can help them with their own personal development.”

“Our staff’s behaviour is not in line with our corporate objectives.”

“We don’t manage to translate the results of our evaluation process into a suitable remuneration strategy.”

“I don’t have any tangible input to draw up learning and development curricula.”

Our confirmed belief
We start from the conviction that actual probative value is needed in two areas to evaluate an individual objectively: Performance (what we do) and Competence (what we are able to do). A results-oriented attitude is central to this, as opposed to effort-oriented thinking. According to the “what get’s measured get’s done’ principle, tangible expectations are defined against which individual behaviour can be measured. Aligning individual behaviour with corporate objectives starts at the top of the organisation.
 
Our proposal
Every company has a vision, mission and values. We support companies in their efforts to align individual behaviour among the staff to these. Together with the CEO and the management team, we set out clearly the expectation criteria for desired individual behaviour. We translate this into a framework consisting of both behaviour (performance) and competence (ability) related expectations. We provide guidance with the implementation and rollout of this expectations framework and anchor this in existing HR processes. Where necessary, the existing processes can be freshened up at the same time.
 
Result
Clearly formulating and explaining expected individual behaviour helps create clarity and focus within an organisation. This plainly goes a step further than thinking in terms of ability, as the evaluation is results-oriented. The management shows belief in the personal development of their staff, an important asset for the company. The evaluation process becomes more objective and more transparent for everyone concerned. The feedback provided for individuals is more tangible. The remuneration policy is better matched to the results of the evaluation process.
 
Our approach

On the basis of the vision, mission and values on the one hand and an analysis of current individual behaviour on the other, during workshops with the CEO, HR and members of the management team, criteria are identified for desired individual behaviour.

The criteria for desired individual behaviour are translated into performance- and ability-oriented expectations. These components are included in the design for the Expectations Framework. This is an iterative process until the final design becomes clear. Depending on the context, the job classification can also be freshened up during this phase.

During the implementation we provide support for the generation of the necessary capacity within the organisation. We provide the necessary anchoring in the existing HR processes. Depending on the context, we can also freshen up the evaluation process at the same time. We provide the necessary presentations, training, templates and reference guides for the rollout.

      

The Kaleido consultant acts as facilitator, architect, expert, advisor, observer, organisation coach, accelerator and catalyst.