performance reviews: 5 keys to really make them about performance
TRANSCRIPT
Presenting Today
Erin BoettgeContent Marketing Manager,
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Krista BrubakerContent Marketing Specialist
www.bizlibrary.com/free-trial BizLibrary helps organizations succeed by improving the way employees learn.
? What is your biggest pain with performance reviews?
How do you rate the effectiveness of your performance review process??
How effective do you believe self-rating questions are at objectively evaluating performance?
?
WHAT WE HOPE YOU’LL LEARN
The role of performance management
Why we do performance reviews
Why continuous learning and development is important
66%
Of employees say the performance review process
interferes with their productivity.
65%
Of employees say performance reviews aren’t even relevant to
their jobs.
90%
Of HR professionals don’t believe their companies’
performance reviews provide accurate information
SOURCE: Corporate Executive Board
NOT Meeting Expectations
Appraisals are where you get together with your team leader and agree what an outstanding member of the team you are, how much your contribution has been valued, what massive potential you have and, in recognition of all this, would you mind having your salary halved.
Source: Guy Browning, British Humorist and Writer
The “Terrible Toos” Of Performance Reviews
Adapted from: Fearless Performance Reviews: Coaching Conversations That Turn Every Employee into a Star Player,
Jeffrey Russell and Linda Russell (McGraw-Hill 2014)
Too much at stake.
Too judgmental.
Too often – uncomfortable truths.
Too much fixing blame.
Too few managers are skilled at them.
Too much uncertainty.
Too little control.
Too many one-way conversations.
Why We Do Performance Reviews?
• Documenting performance problems
• Recognizing high performers
• Identifying developmental needs
• Compensation and pay
Documentation
Recognition
DevelopmentPay
?
?
Because we’re supposed to…
Clearly, the annual performance review was designed for a work environment where control of individual employee performance was a key function.
In today's team and collaborative environment, that perspective no longer makes sense.
Source: Ray B. Williams, Wired for SuccessReproduced in Psychology Today
’You were exceptional when you came in, but now, relative to your peers, you’re only average.’ That doesn’t feel good.
Donna Morris, Adobe’s senior vice president of global people and places, Is
It Time to Put the Performance Review on PIP?, SHRM.org
Adobe’s Qualitative Approach
• Informal conversations or “check-ins”
• Collaborative and knowledge-based work world
• Decreased voluntary attrition by 25%
Source: Is It Time to Put the Performance Review on PIP? SHRM.org
What can we do to improve performance reviews?
5 Keys to Effective Performance Management
Identify and Use Competencies
Set Clear Goals
Honest and Objective Appraisal
Determine Key Job Responsibilities
Continuous Feedback and Coaching
Does the goal you are setting promote goals you’ve set for the team and organization as a whole?
Set Clear Goals
Difficult, yet attainable for the employee?
Can you measure it?
1.What will success look like for me?
2.How will I know?
For each employee the goals should answer two questions:
Determine Key Job Responsibilities• What key behaviors lead to success?• How can the manager support improved
performance?• Play to employee’s strengths
Managers have unique opportunities in their daily interactions with employees to empower them to discover and develop their strengths, and they have the ability to position employees in roles where they can do what they do best every day…
…Employees who feel engaged at work and who are able to use their strengths in their jobs are more productive and profitable and have higher quality work.
Source: Gallup Study, 2013 State Of The American Workplace
CORE COMPETENCIESIndustry and culture
JOB FAMILY COMPETENCIESBusiness discipline
JOB ROLE COMPETENCIESLevel of mastery required
Identify and Use Competencies
Coaching and Feedback
MANAGER OBLIGATIONSAt any given time, a manager will function
someplace on this continuum . . . .
Supervision and Compliance
Achievement of Goals
Coaching is a process that enables learning and development to occur and thus performance to improve.
To be successful a Coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place.
Eric Parsloe, The Manager as Coach and Mentor
MY – WAY MINDSET COLLABORATIVE MINDSET
I am right; you are wrong.
In every situation and in every
relationship you choose a position on this mindset
continuum.
I have something to learn.
I’m in charge; you’re not. People are doing their best.
My version of the truth is the right one. I only know part of the story.
I need to win; you need to lose. We both can win.
Adapted from: Fearless Performance Reviews: Coaching Conversations That Turn Every Employee into a Star Player,
Jeffrey Russell and Linda Russell (McGraw-Hill 2014)
Objective Appraisal of Performance• Objective = fair• Timely notes and records• Observations• Professional judgement
What are my development objectives?
What activities do I need to undertake to achieve my objectives?
What support/resources do I need to achieve my objectives
What are the measures of success?
Target date for achieving my objectives
Create a Development Plan
5 Keys to Effective Performance Management
Identify and Use Competencies
Set Clear Goals
Honest and Objective Appraisal
Determine Key Job Responsibilities
Continuous Feedback and Coaching
Performance Excellence: Creating a Healthy, Competitive, High-Performing Organization
What You’ll Learn:
1. What performance excellence means
2. Steps you need to take to achieve performance excellence
3. Some threats to achieving performance excellence
Manager: Transforming into a Culture of Accountability
NEW 5 Part Video Series
1. Employee: What is Accountability?
2. Employee: How to be Accountable
3. Manager: Getting Started on Accountability
4. Manager: Transforming into a Culture of Accountability
5. Manager: Leading Accountable Teams
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