Use the ACE Framework to Monitor Performance Management

Estimated reading time: 3 minutes

We’ve been spending a lot of time lately talking about productivity. I believe both organizations and employees want to be productive. That’s not the same as being busy. We can be busy and not productive. So, the question becomes, how do we make sure that our performance is productive, not just busywork?

There’s a performance management framework called ACE (alignment, capabilities, engagement) that organizations can use to make sure their system is accomplishing its goals. 

Alignment: Organizations should ask themselves, “Is everyone working toward the same goals?” (i.e., creating alignment). Some people might immediately say, “Well of course they are!” but honestly that might not be the case. There are several reasons for this. Organizations might not make their goals clear to everyone. For example, an employee might think the company’s goal is to deliver excellent customer service. And a manager might think it’s making as a much money as we can. Both are goals, but what are the parameters of those goals? That’s why communicating goals is so important. 

Capabilities: Speaking of accomplishing goals, capabilities refers to whether the organization is providing employees at every level with the training, tools, and information they need to accomplish the company’s goals. It’s one thing to say, “Here’s our goal for the year.” and another thing to make sure employees can actually do it. One example what I’m seeing right now is companies saying they want to incorporate more artificial intelligence (AI) into their business processes. That’s great and could very much help productivity and the bottom-line. But have employees been trained on how to work with AI so they can work with it to do the work? 

Engagement: The last part of the framework is engagement. Companies can communicate to employees the goal, give them the tools to accomplish the goal, but if employees aren’t engaged … well, it might not happen. You’ve probably seen examples of this. Employees know what they’re supposed to do but because their manager treats them poorly, they don’t do it. Maybe they quit … with no notice. And the organization is left scrambling. The Reddit sub Antiwork is filled with stories of managers treating employees badly. Organizations need to recognize the value that engagement provides. It’s not just some feel good mantra. It has a tangible impact on performance. 

One of the things that I like about the ACE framework is that it’s easy to remember. Organizations can regularly do an internal check to see that they’re systems are doing what they were intended to do.

Are our employees in alignment, working toward the same goal?Have we provided employees with the capabilities to get the work done?Are employees engaged with their work and the company?

The ACE framework could be used for the organization as a whole or maybe a department. I could see an organization struggling with revenue to ask themselves “Is the sales team aligned, capable, and engaged?”. And if the answer to any of these questions is no, then they need to start researching why. 

It might be interesting to ask these questions of a handful of company executives and see what answers emerge. Maybe ask them individually and see if you get consistent responses. If the executive team isn’t on the same page that could be very telling. How could the organization expect employees to be in alignment if the executive team isn’t? 

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