Performance culture is a shared ethos where there is a shared responsibility and ownership for organisational objectives and a commitment to achieve measureable targets. There are five key areas to consider in embedding a performance culture:
- Define your performance culture – describe the culture you are striving for, what your targets will be, and how you will measure those targets. Key members of staff should be involved at this stage.
- Staff development and training – case study evidence suggests that facilitating time for self-development, team meetings, and training can be crucially important in promoting a performance culture amongst all staff.
- Monitoring and measuring performance – invest in information systems, particularly those with the facility to produce performance reports at a disaggregated level, for example specific to board members, teams, individuals, and customers. Promote easy accessibility of performance information to all: staff, customers, board members, and stakeholders.
- Discussion – facilitate opportunities for discussion of performance issues at all levels and encourage all to contribute, and value all contributions.
- Routinely review – routinely incorporate findings from performance monitoring into planning, and promote awareness across the organisation and its stakeholders.