What are the most effective ways to implement changes based on performance evaluation results?

To break this down further, you have to start with the big picture- explain why these changes are important (strategic vision and goals) - explaining the ‘why’ is crucial, and then bring that big picture to the individual by breaking it down and connecting how the changes and improvements you are requesting in their performance align with the overall big picture. This helps people see how they are connected and more than just a position. They bring value from every position that supports the company as a collective whole.

Ensure that each person knows all the critical processes that are embedded in their job. Whether it be production or service areas all the processes that are in the silos before their work, the processes they must perform, and the processes that deliver their product or service to the next person. Goal alignment is critical however if we do not know what the processes are to execute and deliver their product or service how can we grow our performance, it's not only about the goals. Finally, it is critical in order to align changes with goals to learn and understand the processes first.

When looking at the big picture and change that is needed you should look at the following: 1) The types of changes that are needed (people, process, partners, technology and data) 2) Identify these changes and look to see how you can deliver these changes. 3) Align each change with stakeholders and understand the risks and dependencies of these changes. 4) Socialise with stakeholders and teams that are there to deliver to understand the art of the possible and prioritize them accordingly. 5) Ensure that the team and those affected by the change know who this is all linked to the strategy

In my experience, performance which includes all the necessary components of statement 2 require process knowledge, and or a robust Standard Operating Procedure (SOP) if we are looking for major or even radical change in performance.

It is critical to provide resources along with feedback to individuals. If you are asking them to learn a new skill or grow in a certain way, you also have to provide them the support to do it. They need to know and see what you are going to do to help them achieve your request. That does not always have to be outside help, and can even be as simple as an extra 15-30 minutes of your time a week, but you need to show them what resources and tools they have to help them, otherwise the feedback and request for growth can be more overwhelming than helpful and leave the person with more questions.

In my experience how much better can you involve and engage people than when you allow them to identify, map and measure those critical processes. This will help galvanize the right pictures, measures to Goals, identify and engage in a common understanding of what do.

Setting up Agile squads aids in this continual review cycle and can really help ensuring that the change is a success. Having clear ownership and decision making within the squads is crucial and you really need to make sure they are delivering and reviewing what they are delivering. I always look at the benefits on people, processes etc. to then ensure that he change(s) has landed properly. If not then the squad can resolve.

In my experience the opportunity to work through required process steps, measures, and goals documented allow you to not only have a roadmap but identify where you are in the journey. Additional I found that people did not know or recognize that certain steps were needed or even were in the current process.

I admit to being a process fanatic however I cannot count the many times working with teams of people to engage them in improving performance that some were not aware that a particular step in the process was required or know that a step was not in their process control at all.

The art of delivering successful change is communication and engagement. Build a clear communication plan with key themes, messages, stakeholder plan etc and build a rhythm of the comms that helps people understand what is needed, what is happening and the benefits of what has changed.

Performance measures that provide quantity and quality measures. Those measures should be agreeable between management an employees. Agreements should set early ( one year earlier) to allow employee to make improvement. Performance reviews should be mainly for comparing current performance with the agreed on measures.