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Blog 11: Finally: 50% less meeting time and 100% more output
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Blog 11: Finally: 50% less meeting time and 100% more output

Sharp’s 2018 research shows that Dutch people spend about 30 hours in meetings every month. Cost per year: €6,500 for each employee (based on modal salary). Moreover, employees find meetings boring and often do not lead to a clear outcome or result.

I would like to ask you a few questions about meetings!

  1. Are they efficient?
  2. Are they enjoyable?
  3. What do they deliver/produce?
  4. What do they cost?

Teams are not going to fly by themselves, which is why a coach is essential.

Peter Geelen – iPM Partners

We all have our experiences with meetings and consultations and they are indeed not always positive. So that has to change and with our iPM method we do it differently. For more than 15 years now. Our experiences teach us that consultations can be very relevant and short. Just make sure that the consultation is transformed into a performance dialogue. A dialogue where performance is central, frequent and to-the-point. Tuning in together to see if customers are being served well, performance is being achieved and there are creative ideas for improvement are an inspiration and learning moment for the team as well as the individual. It does require proper setup and execution. That’s why we plead for performance dialogue at the 3 levels (as outlined in the previous blog), connecting them all via linking-pins on people and data.

Performance dialogues become fun and dynamic. By applying encouraging principles, teams become enthusiastic about continuously improving themselves. This applies to both the quality of collaboration and the performance itself.

The following matters are important in this regard:

  1. All performance dialogues are connected through data and people, so that ultimately we all work towards the same goals.
  2. Distinguish between “working on the store” and “working in the store”. Discuss only when there is something to report.
  3. The team knows which “relevant questions/decisions” need to be asked in this meeting to maximize the learning effect. Within that, the team chooses today’s focus areas based on successes and bottlenecks.
  4. A performance dialogue is prepared. This means that data/KPIs have already been analyzed, action points updated, etc. This allows the performance dialogue to focus on sharing insights and personal learning.
  5. The role distribution in the team is clear and all talents are utilized.
  6. Ensure a leadership style (encouragement) that stimulates learning and performance improvement.

Teams do not fly on their own, which is why a coach is essential. The focus of this coach is on the development of the team. Once the team shows that it has reached its desired level, coaching can be phased out with a minimum basis of periodic checks to ensure the desired level of maturity is maintained.

If this is done correctly, it will result in a drastic improvement in effectiveness with less meeting time. Meetings become more dynamic with the right focus. Our cloud application APPeL keeps track of the progress of all performance dialogues from executive table to the work floor. From check-in, performance, ideas, improvement to check-out, everything is effectively managed. The result? 50% less meeting time with double the output. In an organization of 100 employees, you can already save about € 325,000 on meeting time alone, in addition to better performance for the organization and its customers.

The iPM implementation approach

Now that the iPM structure is in place, it increasingly comes down to stimulating and developing the right behavior. The next blog will therefore be about the importance of developing leaders and teams.

Introduction of iPM

  1. From planning & control to iPM
  2. Ready for take-off
  3. Setting the right targets
  4. Which customer chains does my organisation have
  5. Division of roles: hierarchy versus chain
  6. Tactics of the chain in focus
  7. Customer journey versus customer
  8. How to determine the right KPIs
  9. Getting your KPIs right in 10 days
  10. Consultation structure in iPM organization
  11. Effective performance dialogue and the usefulness of BRV
  12. Leader and team development
  13. Encouragement as a style to get more out of teams
  14. iPM in complex organizations
  15. Tips for implementation

Curious? Get in touch with us!

We outline what we often see in the traditionally driven organization and outline what that looks like when you apply iPM. Want to know more about healthy performance management? We lard that with situations and examples we find in practice. Contact us and we will help your organization move forward!

Back to the overview

A better performance dialogue

Less meeting time and a better performance dialogue within your organization? With APPeL, this becomes a reality.

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