Communication Plan

In general, having more and better knowledge of the performance management system leads
to greater employee acceptance and satisfaction. Communication is the most critical
component to implementing a new or improved performance management system. But trying
to communicate the right information, to the right audience, at the right time can be pretty
challenging.  The communication plan for our performance management system at Telenor
are as follows but first of all its must answer some critical questions.
 What is performance management?
The good communication plan for a performance management system first of all states the
reasons for the department’s implementing a performance management system and discusses
what it is expected to accomplish. Performance management system at Telenor aims at
promoting efficient and effective attainment of the department’s mission, program objectives,
and strategic planning initiatives, and it also aims at motivating high levels of achievement
and accountability.
 How does performance management fit into our strategy?
Communication plan at Telenor contains a list of principles that guide the system, leaders and
managers at Telenor create a climate for excellence by communicating their vision, values
and expectations clearly. It goes on to detail all the ways in which leaders in the Telenor do
this. In addition, the director of the Office of Personnel Management (OPM) included that
they want to see progress in the personalities of their employee. The leaders are not here to
mark time, but to make progress, to achieve results, and to leave a record of excellence. The
director then describes how the system would be used to implement the key principles of the
president’s administration.
 What’s in it for me?
There must be clear information on how the performance management system will help the
employees be more effective in providing good telecommunication services to their
customers so that the mission of organization can be achieved. It tells employees how
performance management system will help employees polish their skill and help them decide
their career paths.
 How does it work?
Communication plans outlines the steps in a performance management process, detailing the
managers’ responsibilities at each step. It outlines the performance dimensions, the rating
categories, and how to assign an overall rating.
 What are my responsibilities?
The communication plan outlines the responsibilities of the employees as well as their rating
official, or the person in charge of rating their performance. The plan emphasizes that leaders
must create a culture performing at a high level by continually communicating expectations
and rewarding high achieving performers and by motivating their employees to introduce
more interesting and cost effective telecommunication packages to their employees that can
give Telenor a competitive edge.
  How is performance management related to other initiatives?
The communication plan touches briefly on the importance of linking system outcomes to
performance-based pay. The importance of training to maximize performance is also
considered. If Telenor executives provide training to their employees that can enhance the
creativity of the employees, then the performance of the employees can reach its highest
level.
Here are the some essential communication pieces (including the who, when, what, and why)
we need to successfully roll out a new performance management system. 

1.Leadership Announcement Meeting 

 
Who: Top-Level Leadership 
When: 3 weeks before launch 

What: Meet with leaders to discuss the details of your new performance management system.
Explain how it will benefit leaders and the company, and discuss high-level program
information. Share a rough timeline of the rollout, and reinforce leadership’s role in the
initiative. 

Why: Leadership buy-in will help drive adoption and participation.

2. Manager Announcement Email 

Who: Managers and Supervisors 

When: 2 weeks before launch 

What: Send managers an email introducing your new performance management system and
strategy. Explain the purpose, set expectations for team leaders, and share the timeline for
rollout. Give them a chance to ask questions early, and encourage them to be advocates for
the new system.

Why: Clear expectations will help managers understand their role in the program launch. 

3. All-Team Announcement Email 

Who: All Employees 
When: 1 week before launch 

What: Introduce the new program to your employees. Include the purpose of your new
program, how your company will benefit from it, and information about how and when
program will be launched.
Why: Generating early excitement will help drive activity and adoption.
 

4. Kick-Off Email 

Who: All Employees 
When: Day of launch 

What: Send a company-wide kick-off email when you’re ready to implement your new

program. Remind everyone why you’re using the program, encourage participation, and set
the expectations for how they should get started. 

Why: Setting a positive tone from the start will help boost participation and positivity.

5. Training Sessions 

Who: All Employees 
When: Week of launch 

What: Offer software training sessions to employees and managers. Walk-through the tools
step-by-step, show attendees how they can leverage different features, and allow for
questions and answers.

Why: Initial training will help ensure employees and managers are correctly using the tool to
boost and measure performance.

6. Promotional Efforts 

Who: All Employees 
When: After launch 

What: Use in-tool, automated, and manual reminders, Intranet or newsletter postings, email
signatures, videos, parties, posters and table tents, etc. to promote your new system
organization-wide. 

Why: Promoting performance tools is crucial to employee adoption and usage, especially

during the early stages of your new program.