Performane measurement
A department’s system of performance measurement is a strong and often insufficiently used efficiency instrument as regards performance improvement.
We offer you support in the development and implementation of instruments for honing performance on the basis of objective data. We look into which indicators provide a reliable picture of performance requirements. Having defined the performance dashboards we offer the managers support in implementing a performance management culture.
Strategy operationalization
Strategy is to be translated first into operational planning and goals at departmental and individual level. We offer support for the vertical (from management down to assistant employees) as well as horizontal process (gearing goals of production, marketing, finance and ICT departments to one another, whilst retaining their coherence):
- translating strategy into operational goals and plans
- bringing department goals in line with each other
- setting targets per department, per team and possibly per individual
- outlining detailed action plans to reach targets
Performance dashboards and score cards
What you can’t measure, you can’t correct. We develop pragmatic and practical instruments for measuring and visualizing operational performance. Usability and simplicity are of paramount importance.
Performance feedback
Corrective guidance techniques are only of use if management-employee interaction is valued. Management looks at performance in view of desired results and introduces corrective actions (temporary corrective measure) of preventive actions (continuous corrective measure). We develop and implement succinct and straightforward feedback sessions for both team and individuals.
Individual performance improvement
We often notice a big difference between the best and worst performing employees. Even when processes are streamlined to near perfection there still exist differences between the performance of individual employees that are, however, not attributable to e.g. differences in work experience. In this case it is sensible to carry out changes in the guidance techniques system.
Changes:
- In guidance information and reporting
- In feedback mechanisms
- In quantifying and visualizing actual performance
- In performance coaching
- In assessment methodology
Consultants are said to be able explainers who pass on the actual work to the customer. This cannot be said of Radius. 
DIRECTOR CMF, KBC~