performance & recognition

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Washoe Tribe of Washoe Tribe of Nevada & Nevada & CaliforniaCalifornia

Performance Performance ImprovementImprovement

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Course ContentCourse Content

Performance managementPerformance management

Initial exchange of Initial exchange of expectationsexpectations

Ongoing performance Ongoing performance feedbackfeedback

Annual reviewsAnnual reviews

Performance appraisalsPerformance appraisals

Employee recognitionEmployee recognition

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What is a What is a performance performance

appraisal?appraisal?

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What is What is performance performance management?management?

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Performance management Performance management includes:includes:

Initial exchange of ____________Initial exchange of ____________

_________ performance _________ performance feedbackfeedback

Annual ________Annual ________


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Performance management Performance management includes:includes:


OngoingOngoing performance performance feedbackfeedback

Annual Annual reviewsreviews


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Between a new employee and Between a new employee and supervisorsupervisor

Discussion on expectationsDiscussion on expectations

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ComponentsComponentsExpected results/outcomesExpected results/outcomes

Quality/quantity standardsQuality/quantity standards

Performance expectationsPerformance expectations

Personal/professional growthPersonal/professional growth

Importance of employeeImportance of employee

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Clear _________ of Clear _________ of current realitycurrent reality

Opportunity to ______ Opportunity to ______ behaviorbehavior

Give and _____ Give and _____ exchangeexchange

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Clear Clear picturepicture of current of current realityreality

Opportunity to Opportunity to adjustadjust behaviorbehavior

Give and Give and taketake exchange exchange

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Development of employees:Development of employees: Attendance, performance, behaviorAttendance, performance, behavior

Supervisors should:Supervisors should: Provide _______, ________ behaviorProvide _______, ________ behavior

Focus on ________examplesFocus on ________examples

Remain ____ and non-___________Remain ____ and non-___________

Constructive = PrivateConstructive = Private

Address ___________ behaviorAddress ___________ behavior

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Development of employees:Development of employees: Attendance, performance, behaviorAttendance, performance, behavior

Supervisors should:Supervisors should: Provide Provide specificspecific, , observedobserved behavior behavior

Focus on Focus on presentpresent examplesexamples

Remain Remain calmcalm and non- and non-judgementaljudgemental

Constructive = PrivateConstructive = Private

Address Address observableobservable behavior behavior

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Most valuable opportunities = SuccessesMost valuable opportunities = Successes

Increase likelihood of _________ behaviorIncrease likelihood of _________ behavior

____________ ongoing feedback____________ ongoing feedback

Provide _________ _________ in Provide _________ _________ in the momentthe moment

Timeliness will increase Timeliness will increase effectivenesseffectiveness

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Most valuable opportunities = SuccessesMost valuable opportunities = Successes

Increase likelihood of Increase likelihood of repeatedrepeated behavior behavior

DocumentDocument ongoing feedback ongoing feedback

Provide Provide immediateimmediate feedbackfeedback in in the momentthe moment

Timeliness will increase Timeliness will increase effectivenesseffectiveness

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Repeat performancesRepeat performances

Remember…Remember…

What gets What gets ____________________……gets done!gets done!

What gets What gets ____________________…gets …gets ______________!!

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What gets What gets rewardedrewarded……gets done!gets done!

What gets What gets recognizedrecognized…gets …gets repeatedrepeated!!

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Annual review

Components:Components:Review expectations of _________ & ____Review expectations of _________ & ____

Review additional ___________Review additional ___________

Discuss specific areas of Discuss specific areas of ____________________________

Develop _______ plansDevelop _______ plans

Provide role expectation Provide role expectation changeschanges

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Annual review

Components:Components:Review expectations of Review expectations of employeeemployee & &

jobjobReview additional Review additional feedbackfeedbackDiscuss specific areas of Discuss specific areas of

performanceperformanceDevelop Develop actionaction plans plansProvide role expectation Provide role expectation

changeschanges

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How good are they?How good are they?

Would you use them at home?Would you use them at home?Dear (spouse), Dear (spouse),

It is time for your annual performance appraisal. It is time for your annual performance appraisal. For the sake of our relationship and the well-For the sake of our relationship and the well-being of the family unit, I want you to prepare for being of the family unit, I want you to prepare for a discussion of your strengths and weaknesses a discussion of your strengths and weaknesses and the ways you have fallen short of your goals and the ways you have fallen short of your goals for the year.for the year.

‘‘Also, honey, I would like you to define some Also, honey, I would like you to define some stretch goals for the coming year.’stretch goals for the coming year.’

Love,Love,Yours trulyYours truly

2020


Annual, formal and documented Annual, formal and documented ____________

Should not be any Should not be any _____________!_____________!

__________________________

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Annual, formal and documented Annual, formal and documented eventevent

Should not be any Should not be any surprisessurprises!!

Should be Should be balancedbalanced

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Components:Components:Business _____ Business _____

achievedachieved

_____ the results were _____ the results were achievedachieved

What was ____ What was ____ achievedachieved

_____ setting_____ setting

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Components:Components:Business Business resultsresults

achievedachieved

HowHow the results were the results were achievedachieved

What was What was notnot achievedachieved

GoalGoal setting setting

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What gets What gets __________________……gets done!gets done!


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Performance appraisal Performance appraisal tipstips

_____ ___________ ______

Solicit _________Solicit _________

Do not _________ Do not _________ the conversationthe conversation

Gain __________Gain __________

______ document______ document

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Performance appraisal Performance appraisal tipstips

PlanPlan aheadahead

Solicit Solicit feedbackfeedback

Do not Do not overtakeovertake the conversationthe conversation

Gain Gain agreementagreement

LegalLegal document document

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Performance appraisal Performance appraisal biasesbiases

Halo Halo EffectEffect

LeniencyLeniency

ErrorError

Central Central

TendencyTendency RecencyRecency ErrorError

Rate toRate to

JustifyJustify

PayPay

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3030



3131



LeniencyLeniency

ErrorError

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LeniencyLeniency

ErrorError

Central Central

TendencyTendency

3333



LeniencyLeniency

ErrorError

Central Central


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LeniencyLeniency

ErrorError

Central Central


Rate toRate to

JustifyJustify

PayPay

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Performance appraisal Performance appraisal summarysummary

InformalInformalOngoing performance Ongoing performance

feedbackfeedback

FormalFormalInitial exchange of Initial exchange of

expectationsexpectations

Annual performance Annual performance appraisalsappraisals

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Employee Employee Recognition Recognition Training for Training for SupervisorsSupervisors

Finally, the

recognition I

deserve!

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"The greatest good you "The greatest good you can do for another is not can do for another is not just to share your riches just to share your riches but to reveal to him his but to reveal to him his own."own."

~ Benjamin Disraeli ~ Benjamin Disraeli

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Why employee Why employee recognition?recognition?

The goals of employee The goals of employee recognition:recognition: show ___________ for achievementshow ___________ for achievement

_________ employees_________ employees

encourage repeat performancesencourage repeat performances

encourage loyalty encourage loyalty

retain key employeesretain key employees

keep employees _______keep employees _______

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Why employee Why employee recognition?recognition?

The goals of employee The goals of employee recognition:recognition: show show appreciationappreciation for for

achievementachievement

motivatemotivate employees employees

encourage repeat performancesencourage repeat performances

encourage loyalty encourage loyalty

retain key employeesretain key employees

keep employees keep employees happyhappy

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Engaged EmployeesEngaged Employees

Employees with jobs that helped them:Employees with jobs that helped them:

Fulfill a life purpose…41 percent more likely Fulfill a life purpose…41 percent more likely to get interested and absorbed in their work.to get interested and absorbed in their work.

Achieve life goals…34 percent more likely to Achieve life goals…34 percent more likely to work beyond what was expected of them.work beyond what was expected of them.

Realize their personal values…52 percent Realize their personal values…52 percent more likely to feel committed to their more likely to feel committed to their employers.employers.

Connect to a vision and mission…58 percent Connect to a vision and mission…58 percent more likely to feel committed to their more likely to feel committed to their employer.employer.

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80/20 Rule of Engagement80/20 Rule of Engagement

A survey of 35,000 US workers concluded A survey of 35,000 US workers concluded onlyonly one fifth are highly engaged in their jobs one fifth are highly engaged in their jobs

80/20 Rule80/20 Rule

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Can’t Make It

10%

Manager behaviorManager behavior – Don’t take time for – Don’t take time for these workersthese workers


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Can’t Miss

10%

Manager behavior – spend too much time, over supported, favored employees


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Reachable Majority

80%

Manager behaviorManager behavior – untouched – untouched employees, huge potential for employees, huge potential for

development through coachingdevelopment through coaching

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10%10% 10%10%80 % of Employees80 % of Employees

Mgmt behavior – Don’t have time for these

Can’t Can’t Make Make It!It!

Over -supported

by mgmt

Can’t Can’t Miss!Miss!

Reachable Reachable MajorityMajority

Untouched by ManagersUntouched by Managers

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What should you know about What should you know about recognition?recognition?

1.1. Reasons for recognition.Reasons for recognition.

2.2. Types of employee recognition.Types of employee recognition.

3.3. Why is recognition important?Why is recognition important?

4.4. Other ideas for recognizing your Other ideas for recognizing your employees?employees?

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What is Employee What is Employee Recognition?Recognition?

_________________ of employee _________________ of employee achievement. achievement.

Can be _______ or _______, and Can be _______ or _______, and involve a non-monetary reward.involve a non-monetary reward.

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What is Employee What is Employee Recognition?Recognition?

AcknowledgmentAcknowledgment of employee of employee achievement. achievement.

Can be Can be publicpublic or or privateprivate, and , and involve a non-monetary reward.involve a non-monetary reward.

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Types of Employee Types of Employee RecognitionRecognition

Years of ServiceYears of Service Safety Safety AttendanceAttendance Certifications Certifications Customer ServiceCustomer Service Public ServicePublic Service Employee of the month, yearEmployee of the month, year RetirementRetirement Suggestion ProgramSuggestion Program PerformancePerformance

This presentation focuses on This presentation focuses on PerformancePerformance recognition.recognition.

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Why is Employee Why is Employee Recognition Recognition Important?Important?

Helps to ______ and ______ key Helps to ______ and ______ key employees.employees.

___________ employees to ___________ employees to perform at higher levels.perform at higher levels.

Increases employee _____________.Increases employee _____________.

Can increase employee ______________.Can increase employee ______________.

Can increase tribal revenues and Can increase tribal revenues and profitability.profitability.

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Why is Employee Why is Employee Recognition Recognition Important?Important?

Helps to Helps to attractattract and and retainretain key key employees.employees.

MotivatesMotivates employees to employees to perform at higher levels.perform at higher levels.

Increases employee Increases employee productivityproductivity..

Can increase employee Can increase employee competitivenesscompetitiveness..

Can increase tribal revenues and Can increase tribal revenues and profitability.profitability.

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Why is Employee Recognition Why is Employee Recognition Important? (cont’d)Important? (cont’d)

Improves ________ of service.Improves ________ of service.

Improves safety.Improves safety.

May lower ______ levels.May lower ______ levels.

Reduces ________ism and ________ costs.Reduces ________ism and ________ costs.

Encourages employees to continue ___________ Encourages employees to continue ___________ and _________.and _________.

Fosters employment ___________.Fosters employment ___________.

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Why is Employee Recognition Why is Employee Recognition Important? (cont’d)Important? (cont’d)

Improves Improves qualityquality of service. of service.

Improves safety.Improves safety.

May lower May lower stressstress levels. levels.

Reduces Reduces absenteeabsenteeism and ism and turnoverturnover costs. costs.

Encourages employees to continue Encourages employees to continue educationeducation and and trainingtraining..

Fosters employment Fosters employment longevitylongevity..

5555

Examples of Deserving Examples of Deserving PerformancePerformance

Employee goes ______ and _______ what Employee goes ______ and _______ what is expected in their job.is expected in their job.

Employee suggests a new process or Employee suggests a new process or idea that saves _____ or _______, or idea that saves _____ or _______, or positively impacts department or team.positively impacts department or team.

Completes a significant Completes a significant project ahead of ________ project ahead of ________ or exceptionally _____.or exceptionally _____.

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Examples of Deserving Examples of Deserving PerformancePerformance

Employee goes Employee goes aboveabove and and beyondbeyond what is expected in their job.what is expected in their job.

Employee suggests a new process or Employee suggests a new process or idea that saves idea that saves timetime or or efforteffort, or , or positively impacts department or team.positively impacts department or team.

Completes a significant Completes a significant project ahead of project ahead of scheduleschedule or exceptionally or exceptionally wellwell..

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Recognition Tips for Recognition Tips for ManagersManagers

Offer employee reward options. Offer employee reward options.

Identify what's meaningful to your employees. Identify what's meaningful to your employees.

Keep employee recognition fresh. Keep employee recognition fresh.

Recognize all levels of employees. Recognize all levels of employees.

Make sure recognition is given consistently.Make sure recognition is given consistently.

Keep it simple.Keep it simple.

Keep it adaptable.Keep it adaptable.

Make it timely.Make it timely.

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Best motivatorBest motivator

Money goes to bills…Money goes to bills…

Kudos go to the heartKudos go to the heart

Never underestimate the power Never underestimate the power of simple recognitionof simple recognition

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Employee Recognition Employee Recognition Ideas and ExamplesIdeas and Examples Verbal, written or formal praise Verbal, written or formal praise

from managers or informal from managers or informal praise by peerspraise by peers

Choice of interesting and challenging Choice of interesting and challenging projectsprojects

Opportunities to attend conferences or other Opportunities to attend conferences or other trainings (if budget allows)trainings (if budget allows)

Opportunities to mentor other employees Opportunities to mentor other employees and work with people outside their areas and work with people outside their areas

Call employee and thank them, with no Call employee and thank them, with no other purpose for callother purpose for call

Add a personal thank-you note to paycheckAdd a personal thank-you note to paycheck

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Employee Recognition Ideas and Employee Recognition Ideas and Examples (cont’d)Examples (cont’d)

Have a personal thank-you sent from Have a personal thank-you sent from upper management, tribal administrator upper management, tribal administrator or chairman.or chairman.

Allow employees to clang bells or Allow employees to clang bells or whistles when they reach a goal whistles when they reach a goal

Tribal logo items?Tribal logo items?

Name plate on plaqueName plate on plaque

Catered lunch or out to lunchCatered lunch or out to lunch

Anyone have any other Anyone have any other suggestions?suggestions?

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Employee Performance Employee Performance RecognitionRecognition

Eligibility Eligibility – all employees should be eligible for– all employees should be eligible for non-monetary recognitionnon-monetary recognition

Awards should be made as close to the Awards should be made as close to the performance or result as possible. performance or result as possible.

Award criteria should be consistent with tribal, Award criteria should be consistent with tribal, department and employee goals and objectives. department and employee goals and objectives.

When appropriate, employee will be recognized When appropriate, employee will be recognized at next staff meeting.at next staff meeting.

Non-monetary rewards are encouraged and do Non-monetary rewards are encouraged and do not require a completed form or special not require a completed form or special approval.approval.

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Employee Performance Employee Performance RecognitionRecognition

When does the majority of When does the majority of recognition happen?recognition happen?

80 to 100% of 80 to 100% of recognition is through recognition is through

informalinformal, , regularregular ongoingongoing feedback! feedback!

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What gets _________What gets _________……gets done!gets done!


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Please be sure to complete and Please be sure to complete and

leave the evaluation sheet you leave the evaluation sheet you

received with your handouts. received with your handouts.

Thank you for your attention and Thank you for your attention and

interest!interest!

performance & recognition

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