You are a performance management consultant who has been contracted by Network Solutions to assist the organisationwith the design and implementation of the new performance management system. Write an email to the Network Solutionsmanagers in which you provide a step-by-step guide on the process they should follow to manage poor performance 26 PART I • Strategic and General ConsiderationsCase Study 1-2PERFORMANCEMANAGEMENTAT NETWORKSOLUTIONS, INC.Network Solutions, Inc.," is a worldwide leaderdesired outcomes of the new system included rais-in hardware, software, and services essential to ing the performance level of all employees, identi-computer networking. Until recently. Network fying and retaining top talent, and identifying lowSolutions, Inc., used more than 50 different systems performers and improving their performance.to measure performance within the company, manyemployees did norreceive a review, fewer than 5%of all employees received the lowest category ofrating, and there was no recognition program inplace to reward high achievers Overall, it was rec-ognized that performance problems were not being ment system was the future of Network Solutionsaddressed, and tough pressure from competitors and by encouraging all senior leaders to ensurewas increasing tite costs of managing human per-formance ineffectively. In addition, quality initia-tives were driving change in several areas of the encouraged senior leaders to use the system withbusiness, and Network Solutions decided that theseinitiatives should also apply to "people quality."Finally, Network Solutions wanted to improve itsability to meet its organizational goals and realizedthat one way of doing this would be to ensure thatthey were linked to each employee's goalsGiven this situation, in 2001 NetworkSolutions' CEO announced that he wanted toNetwork Solutions also wanted the performanceexpectations for all employees to be clear.Before implementing the program, the designteam received the support of senior leadership bycommunicating that the performance manage-that those reporting directly to them understoodthe process and also accepted it. In addition, theyall of their direct subordinates and to demand andutilize output from the new system. Next, thedesign team encouraged the senior leaders to stopthe development and use of any other perfor-mance management system and explained theneed for standardization of performance manage-ment across all divisions. Finally, the team askedsenior leaders to promote the new program byimplement a forced distribution performance involving employees in training of talent manage-management system in which a set percentage ment and by assessing any needs in their divisionsof employees was classified in each of severalcategories (eg., a rating of 1 to the top 20% of per-formers; a rating of 2 to the middle 70% of per- agement cycle consisted of the following processformers; and a rating of 3 to the bottom 10% ofperformers). A global cross-divisional HR teamwas put in place to design and implement the newsystem. The first task for the design team was tobuild a business case of the new system by showingthat if organizational strategy was carried down toteam contributions and team contributions weretranslated into individual goals, then business goalswould be met. Initially the program was rolled outas a year-round people management system that individual contributors, including access to allwould raise the bar on performance management necessary forms In addition to the training avail-at Network Solutions by aligning individual per-formance objectives with organizational goals by took place before each phase of the program wasfocusing on the development of all employees. The begun.that would not be addressed by the new system.The Network Solutions global performance man-1. Goal cascading and team building2. Performance planning3. Development planning4. Ongoing discussions and updates between.managers and employees5. Annual performance summaryTraining resources were made available onNetwork Solutions' intranet for managers andable on the intranet, 1- to 2-hour conference calls"This ce study is based, in part, on actual information. Network Solutions, Inc., is a pseudonym which is

Name: You are a performance management consultant who has been contracted by
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Description: You are a performance management consultant who has been contracted by Network Solutions to assist the organisationwith the design and implementation of the new performance management system. Write an email to the Network Solutionsmanagers in which y