Taking theOut of PerformanceReviewsWednesday, January 2, 20131:00 p.m. central
Presenters     Chris Osborn     Vice President of Marketing     cosborn@bizlibrary.com     Jessica Batz     Marketing Spec...
POLL QUESTION         A.   Annually                      B.   Semi-annuallyHow often does your   C.   Quarterlyorganizatio...
SHRM Survey Fall 2012: How frequently does your organization conduct                  employee performance reviews?       ...
POLL QUESTION           A.   Infrequent                        B.   SubjectiveWhat is your biggest    C.   Not goal focuse...
POLL QUESTION            A. Paper and pen                         B. Spreadsheets likeHow does your               excelorg...
What we’ll cover:Basics of providing        3 steps to improve theeffective performance      performanceappraisals.       ...
“ Clearly, the annualperformance review wasdesigned for a workenvironment where controlof individual employeeperformance w...
Talent Management               GOOD                                                 PerformanceMotivation & Attitude     ...
Performance Reviews are time consuming and expensive.  The average review costs       approximately
Why We Do Performance Reviews?       Documenting Performance Problems       Recognizing High Performers       Identifying ...
Top 5 Problems withPerformance Reviews1.   Infrequent2.   Subjective3.   Not goal focused4.   Inconvenient5.   De-Motivating
Re-engineer the process        Automate
Keys to Effective Performance Appraisals      Set clear goals       Determine key job responsibilities      Identify and u...
Setting Clear Goals    Be specific    Communicate    SMART•    Specific•    Measurable•    Attainable•    Relevant•    Tim...
Setting Performance Goals                       Organizational Goal                        Become a market leader.        ...
Determine Key Job ResponsibilitiesWhat does successful performance look like?                  How will we know?
Identify and Use Competencies                Core Competencies                 Cultural or organizational             Job-...
Comparison to Job Standard
Coaching – Continuous Feedback            Coaching is not training, an event,            telling how to do something.     ...
Objective Appraisal of Performance               Objective = Fair               Timely notes and records               Obs...
Appraisals are where you gettogether with your team leaderand agree what an outstandingmember of the team you are, howmuch...
Strategies for Effective Performance               Review ProcessAutomate the       Manage         Apply crowd  process   ...
Automate the Process             Accuracy             Objectivity             Process Improvement             Integration ...
Automate Data Collection Chris Osborn                Sally Sales
Manage GoalsReal time progress usingsignposts andbenchmarksData and informationAdjust as neededFrequent reviews ofprogress
Manage Goals
Crowd Wisdom        Peers should have input        Automated tool facilitates        greater participation        Bravos  ...
Crowd Wisdom
Keys to Effective Performance Appraisals      Set clear goals       Determine key job responsibilities      Identify and u...
RECOMMENDED RESOURCES       Streaming Videos       • Cutting Edge Communication:          Handling Tricky Appraisals      ...
Contact us  Chris Osborn  Vice President of Marketing  cosborn@bizlibrary.com  Jessica Batz  Marketing Specialist  jbatz@b...
Taking the Pain Out of Performance Reviews Webinar 01.02.13
Taking the Pain Out of Performance Reviews Webinar 01.02.13
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Taking the Pain Out of Performance Reviews Webinar 01.02.13

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Taking the Pain Out of Performance Reviews Webinar 01.02.13

  1. 1. Taking theOut of PerformanceReviewsWednesday, January 2, 20131:00 p.m. central
  2. 2. Presenters Chris Osborn Vice President of Marketing cosborn@bizlibrary.com Jessica Batz Marketing Specialist jbatz@bizlibrary.com@BizLibrary
  3. 3. POLL QUESTION A. Annually B. Semi-annuallyHow often does your C. Quarterlyorganization review D. Continuouslyperformance? E. Rarely
  4. 4. SHRM Survey Fall 2012: How frequently does your organization conduct employee performance reviews? 2% 0% 3% 21% Annually Semi-annually Quarterly 74% Ongoing Monthly
  5. 5. POLL QUESTION A. Infrequent B. SubjectiveWhat is your biggest C. Not goal focusedpain with performance D. Inconvenientreviews? E. De-Motivating
  6. 6. POLL QUESTION A. Paper and pen B. Spreadsheets likeHow does your excelorganization currently C. Web-based toolconduct performance D. Something elsereviews? E. We don’t have a formal process/system
  7. 7. What we’ll cover:Basics of providing 3 steps to improve theeffective performance performanceappraisals. management process. Automate the Manage Apply crowd process Goals wisdom
  8. 8. “ Clearly, the annualperformance review wasdesigned for a workenvironment where controlof individual employeeperformance was a keyfunction.In todays team andcollaborative environment,that perspective no longermakes sense. ” Ray Williams
  9. 9. Talent Management GOOD PerformanceMotivation & Attitude Learning Management Remedial Action Engagement POOR LOW Skills and Knowledge HIGH
  10. 10. Performance Reviews are time consuming and expensive. The average review costs approximately
  11. 11. Why We Do Performance Reviews? Documenting Performance Problems Recognizing High Performers Identifying Development Needs Compensation Because we’re supposed to….
  12. 12. Top 5 Problems withPerformance Reviews1. Infrequent2. Subjective3. Not goal focused4. Inconvenient5. De-Motivating
  13. 13. Re-engineer the process Automate
  14. 14. Keys to Effective Performance Appraisals Set clear goals Determine key job responsibilities Identify and use competencies Coaching - continuous feedback Objective appraisal of performance
  15. 15. Setting Clear Goals Be specific Communicate SMART• Specific• Measurable• Attainable• Relevant• Timely
  16. 16. Setting Performance Goals Organizational Goal Become a market leader. Customer Service Goal Deal with customer complaints efficiently. Customer Service Representative Goal• Customer service representatives should be part of the companys effort to become a market leader by dealing with customer complaints efficiently.• Representatives shouldnt spend unnecessary time chatting to customers and they should not automatically escalate complaints to managers.
  17. 17. Determine Key Job ResponsibilitiesWhat does successful performance look like? How will we know?
  18. 18. Identify and Use Competencies Core Competencies Cultural or organizational Job-Family CompetenciesSales, Operations, Administrative Functions, Customer Service Job-Specific Competencies Perform a particular job at a successful level
  19. 19. Comparison to Job Standard
  20. 20. Coaching – Continuous Feedback Coaching is not training, an event, telling how to do something. Coaching is advice, counsel, support, guidance, boosting confidence.
  21. 21. Objective Appraisal of Performance Objective = Fair Timely notes and records Observations Professional judgment
  22. 22. Appraisals are where you gettogether with your team leaderand agree what an outstandingmember of the team you are, howmuch your contribution has beenvalued, what massive potentialyou have and, in recognition ofall this, would you mind havingyour salary halved. Guy Browning, British Humorist and Writer
  23. 23. Strategies for Effective Performance Review ProcessAutomate the Manage Apply crowd process Goals wisdom
  24. 24. Automate the Process Accuracy Objectivity Process Improvement Integration Broader Performance Comparisons
  25. 25. Automate Data Collection Chris Osborn Sally Sales
  26. 26. Manage GoalsReal time progress usingsignposts andbenchmarksData and informationAdjust as neededFrequent reviews ofprogress
  27. 27. Manage Goals
  28. 28. Crowd Wisdom Peers should have input Automated tool facilitates greater participation Bravos Positive only
  29. 29. Crowd Wisdom
  30. 30. Keys to Effective Performance Appraisals Set clear goals Determine key job responsibilities Identify and use competencies Coaching - continuous feedback Objective appraisal of performance
  31. 31. RECOMMENDED RESOURCES Streaming Videos • Cutting Edge Communication: Handling Tricky Appraisals • 1 on 1 - Informal Employee Performance Review • Its That Time of Year - Performance Reviews - Make Sure Yours are Effective and Legal • 10 Steps to Flawless Appraisal Interviews E-Learning Courses • Planning for Performance • Monitoring and Improving Performance • Reviewing and Rewarding Performance
  32. 32. Contact us Chris Osborn Vice President of Marketing cosborn@bizlibrary.com Jessica Batz Marketing Specialist jbatz@bizlibrary.com

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