22 Jul Breaking the Silos: How GarPro Fixed Its Performance Management System to Boost Collaboration
Posted at 18:59h
in Performance Management
At first glance, GarPro—a fast-growing apparel manufacturer—seemed to be thriving. Buyer orders were on the rise. But beneath the surface, trouble was brewing. Production and delivery timelines were slipping, shipping costs were spiking, and buyers were getting frustrated. What was going wrong?
The Hidden Breakdown
A deeper look revealed an all-too-common corporate issue: siloed success. Each department—Purchase, Production, Merchandising—was operating in isolation, meeting their internal KPIs but failing to connect their efforts to the ultimate goal: on-time delivery of customer orders.
When orders were delayed, each team showcased its internal challenges and extra efforts. Yet, at the company level, delivery failures were mounting. Buyers complained about incomplete shipments, missed deadlines, and inconsistent sustainability performance.
Siloed Metrics = Systemic Failure
The real issue? GarPro’s performance management system encouraged individual performance but ignored collective accountability. Everyone was rowing, but not in sync. We’ve seen this pattern across industries: siloed goal-setting undermines collaboration, derails execution, and frustrates both employees and customers.
Why Collaboration is Critical
The benefits of cross-silo collaboration go far beyond operational efficiency: –
Adaptability: Thrive in volatile markets
Innovation: Unlock faster problem-solving and idea generation
Growth: Drive revenue and improve customer retention
Engagement: Boost retention by fostering purpose and ownership
One software client we advised grew revenues by 30% through targeted collaboration. Data from our consulting practice shows that new hires involved in collaborative projects are 60% more likely to stay and contribute.
Five Common Performance Management Pitfalls
Across industries, we’ve identified five recurring mistakes that make collaboration harder:
1. KPIs Misaligned with Business Outcomes
GarPro’s merchandisers were focused on closing deals, often missing important client requirements. Production chased efficiency metrics like SAM (Standard Allowed Minute), encouraging shortcuts. Quality teams had to fix issues too late—buyers were already unhappy.
2. Individual Metrics Ignore the Bigger Picture
Organizations often break down ambitious goals like innovation or growth into narrow KPIs. The result? People focus on controllable outcomes, ignore cross-functional impact, and prioritize their own scorecards over customer success.
3. Collaboration Incentives Are Superficial
At one tech firm, the CEO earmarked Rs 20 lakh for team collaboration rewards. Three quarters in, barely 10% had been used. Why? Because the system still incentivized individual performance. Employees didn’t believe collaboration really mattered.
4. Rewards Prioritize Effort Over Impact
In another case, brand managers earned bonuses for uploading campaign summaries. The posts lacked depth or strategic insight—people were checking boxes, not helping others succeed. Input-based rewards often lead to gaming the system.
5. Short- and Long-Term Goals Are Muddled
Visionary goals like sustainability or AI integration often lose out to short-term metrics. Without separate—and weighted—goals and incentives, long-term objectives remain talk points, not action items.
A Better Way: Redesigning the Scorecard
To unlock collaboration, your performance management system must evolve: – Include shared, cross-silo goals tied to strategic outcomes – Emphasize team and department goals to foster internal cohesion – Link individual success to collective impact – Separate long-term from short-term metrics, and reward both
Tip: Overweight collaborative metrics to counteract natural bias toward individual performance. Keep scorecards focused with no more than 3–5 key goals per section.
Beyond Scorecards: Systemic Change
Changing goals isn’t enough. You must also update the ecosystem: – Rethink how performance feedback is delivered – Align rewards and recognition with strategic collaboration – Use real-time tools like pulse surveys to track team dynamics.
At GarPro, this transformation went beyond metrics. Managers were trained in giving actionable feedback, and tools were introduced to keep a finger on the pulse of employee sentiment.
Conclusion: Aligning for Impact
When people understand how their work contributes to shared goals—and are rewarded for working together—collaboration becomes a habit, not a slogan. For companies like GarPro, this shift leads to stronger execution, happier customers, and more engaged teams.
Performance Management isn’t about tracking tasks—it’s about aligning teams to win together.
For more information and support in implementing PMS at your organisation, contact Mr. Deepak Panda at deepak@cornerstone.co.in or 9702875475 and visit us at Cornerstone.