How do you influence a culture of leadership that hasn't been holding everyone accountable to Performance Management reviews.  Any ideas on creating urgency of this?

1. Establish and communicate the value proposition of Performance Management. Identify and clarify some clear metrics that tie Performance Management (e.g. attrition, cost, efficiency / productivity driven by engagement).
2. Use story telling / anecdotes in 1:1s or informal engagements to bring the topic. Stick to 2-3 key messages you repeat and enrich to seed the message with individual leaders. Tailor your messages to what you know resonates with them (e.g. cost for a CFO, experience and employer brand for a CEO, efficiency for a COO etc.). Use both positive stories (success) and negative (places that have not done it) to show what can go right and wrong
3. Repeat and assume this is a long journey
4. Find champions and build a network of business folks (managers, other executives etc.) that are bought in you can use to support the message.

Creating a culture of accountability in performance management reviews requires a strategic approach that involves clear communication, leadership buy-in, and consistent follow-through. Here are some ideas to create urgency and influence a culture of leadership that holds everyone accountable:

1. Communicate the Importance

a. Align with Organizational Goals:
Clearly articulate how performance management aligns with the organization's strategic goals and objectives. Highlight the benefits of regular performance reviews, such as improved employee performance, engagement, and retention.

b. Share Success Stories:
Present case studies or examples from within the organization or industry where effective performance management led to significant improvements.

2. Leadership Buy-In

a. Executive Sponsorship:
Secure commitment from top executives to champion the performance management process.
Ensure they communicate its importance in meetings, emails, and other communications.

b. Lead by Example:
Encourage leaders to actively participate in performance reviews and share their experiences.
Recognize and reward leaders who consistently uphold performance management practices.

3. Training and Development

a. Provide Training:
Offer training sessions for managers on how to conduct effective performance reviews.
Include topics such as setting clear expectations, providing constructive feedback, and developing action plans.

b. Continuous Support:
Provide ongoing support and resources, such as templates, guidelines, and coaching, to help managers conduct reviews effectively.

4. Establish Clear Processes and Expectations

a. Standardize the Process:
Develop a standardized performance management process with clear timelines, criteria, and documentation requirements.
Ensure consistency across all departments and levels of the organization.

b. Set Clear Expectations:
Communicate the expectations for performance reviews to all employees, including the frequency and purpose of reviews.
Make it clear that performance reviews are a critical part of the job for both managers and employees.

5. Monitor and Measure

a. Track Compliance:
Implement a system to track the completion of performance reviews.
Regularly review compliance data and address any gaps.

b. Measure Impact:
Assess the impact of performance management on key metrics such as employee performance, engagement, and turnover.
Share these metrics with leadership to demonstrate the value of performance management.

6. Create Accountability Mechanisms

a. Tie to Compensation:
Link performance management to compensation and promotions to reinforce its importance.
Ensure that managers who do not complete performance reviews are held accountable.

b. Regular Check-ins:
Schedule regular check-ins with managers to discuss their progress in completing performance reviews.
Provide feedback and support as needed to ensure they stay on track.

7. Foster a Culture of Feedback

a. Encourage Open Communication:
Promote a culture where feedback is regularly given and received, not just during formal reviews.
Encourage employees to seek feedback and act on it.

b. Recognize and Reward:
Recognize and reward employees and managers who excel in giving and receiving feedback.
Celebrate successes and improvements resulting from effective performance management.

8. Address Resistance

a. Identify Barriers:
Identify any barriers or resistance to performance management within the organization.
Address these barriers through targeted interventions, such as additional training or changes to the process.

b. Provide Support:
Offer support to managers who may be struggling with the performance management process.
Provide coaching or mentorship to help them improve their skills.

Influencing a culture of leadership that holds everyone accountable to performance management reviews requires a multifaceted approach. By clearly communicating the importance, securing leadership buy-in, providing training and support, establishing clear processes, monitoring compliance, creating accountability mechanisms, fostering a culture of feedback, and addressing resistance, you can create a sense of urgency and drive the necessary cultural change.
Implementing these strategies will help ensure that performance management becomes an integral part of the organization's culture, leading to improved performance and better outcomes for both employees and the organization as a whole.