Your SlideShare is downloading. ×
0
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Taking the Pain Out of Performance Reviews - Webinar 07.30.14
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Taking the Pain Out of Performance Reviews - Webinar 07.30.14

411

Published on

In this webinar we'll discuss key strategies for making performance reviews less painful and more productive. …

In this webinar we'll discuss key strategies for making performance reviews less painful and more productive.

www.bizlibrary.com/webinars

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
411
On Slideshare
0
From Embeds
0
Number of Embeds
4
Actions
Shares
0
Downloads
10
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Taking The Pain Out of PERFORMANCE REVIEWS
  • 2. What is your biggest pain with performance reviews? a. Infrequent b. Generic c. Not every goal is considered d. Not agile e. Bad for engagement
  • 3. How does your organization currently conduct performance reviews? a. Paper and pen b. Spreadsheets or word documents c. Web-based tool d. Something else e. We don’t have a formal process/ system
  • 4. What You’ll Learn: 3 2 1 The role of performance management. Why we do performance reviews? Key strategies for effective performance management. Continuous learning and development.4
  • 5. BIZLIBRARY.COM of HR Leaders think annual performance reviews are not an accurate appraisal of employee’s work. According to a 2012 SHRM/Globoforce survey 45% 30% of performance reviews ended up in decreased employee performance. According to an article published in The Psychological Bulletin of employees think clear, honest communication from managers would improve the quality of management. According to Employee Survey Specialist ETS 45%
  • 6. 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. Guy Browning, British Humorist and Writer
  • 7. 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. Adapted from: Fearless Performance Reviews: Coaching Conversations That Turn Every Employee into a Star Player, Jeffrey Russell and Linda Russell (McGraw-Hill 2014) THE “TERRIBLE TOOS” OF PERFORMANCE REVIEWS
  • 8. PROBLEMS WITH PERFORMANCE REVIEWS 1. Infrequent 2. Generic 3. Not every goal is considered 4. Not agile 5. Bad for engagement
  • 9. Documenting performance problems. Recognizing high performers. Identifying development needs. Compensation. Because we’re supposed to…. WHY WE DO PERFORMANCE REVIEWS?
  • 10. THE BEST KIND OF PERFORMANCE REVIEW IS NO PERFORMANCE REVIEW. A lot of people won’t tell you this, but they don’t need to document your good performance, just your poor one…That way they have written documentation that’ll help them get rid of you without fear of retribution. AUBREY DANIELS • a clinical psychologist turned management consultant • coined the term “performance management” in the 1970s
  • 11. 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. Ray B. Williams, Wired for Success Reproduced in Psychology Today
  • 12. PURPOSE Improve Performance • Change our mind set to a COLLABORATIVE/COACHING mindset • Learn and then teach 5 best practices
  • 13. 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)
  • 14. Focus on continuous learning – TOGETHER. It’s all about improvement. Mutual conversations about discovery. Remember, it’s about helping the EMPLOYEE improve and learn (repeat, but it’s THAT important!) COLLABORATIVE – COACHING MINDSET
  • 15. Set clear goals. Determine key job responsibilities. Identify and use competencies. Coach on a day-to-day basis – continuous feedback. Honest and objective (data and factual). KEYS TO EFFECTIVE PERFORMANCE MANAGEMENT: A Path To Collaborative And Coaching Mindset 3 2 1 4 5
  • 16. Set Clear Goals • Does the goal you are setting promote goals you’ve set for the organization as a whole? • …promote goals you’ve set for the team as a whole? • Difficult, yet attainable for the employee? • Can you measure it?
  • 17. 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 company's effort to become a market leader by dealing with customer complaints efficiently.
  • 18. Determine key job responsibilities • What does successful performance look like? • How do we know?
  • 19. 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
  • 20. Identify and use competencies • CORE COMPETENCIES: Industry and culture • JOB FAMILY COMPETENCIES: Business discipline • JOB ROLE COMPETENCIES: Level of mastery required
  • 21. Coaching and Feedback • Not training • Advice, counsel, support, guidance, boosting confidence.
  • 22. I haven’t got the slightest idea of how to change people, but I keep a long list of prospective candidates just in case I should ever figure it out. David Sedaris, American humorist and author
  • 23. Objective appraisal of performance • Objective = Fair. • Timely notes and records. • Observations. • Professional judgment.
  • 24. ORGANIZATIONS WITH A STRONG LEARNING CULTURE SIGNIFICANTLY OUTPERFORM THEIR PEERS… 46% 37% 33% 26% 58% 17% INNOVATION: more likely to be first to market PRODUCTIVITY: greater productivity CUSTOMER SERVICE: Better response to customer needs QUALITY: Greater ability to deliver “quality products” SKILLS: More prepared to meet future demand PROFITABILITY: More likely to be market share leaders SOURCE: BERSIN BY DELOITTE 2012
  • 25. CONTINUOUS LEARNING AND DEVELOPMENT SKILL/CAPABILITY DEVELOPMENT OPTIONS MY DEVELOPMENT ACTION TIMING Leading meetings Video: Leading Meetings - Create meeting behavior expectations with your team Gather with your team to discuss meeting management and to create meeting expectations that should be applied to all team and project meetings. Review monthly SKILLS DEVELOPMENT PLAN
  • 26. Set clear goals. Determine key job responsibilities. Identify and use competencies. Coach on a day-to-day basis – continuous feedback. Honest and objective (data and factual). KEYS TO EFFECTIVE PERFORMANCE MANAGEMENT: A Path To Collaborative And Coaching Mindset 3 2 1 4 5
  • 27. BIZLIBRARY.COM Course: Handling Tricky Appraisals “Appraisals can be constructive, destructive or useless. Your contribution directly impacts the outcome.” Eve Ash Target: Managers Course: Giving Feedback: Emotional Intelligence in Action This is a simple model for formal and informal feedback, and demonstration of an emotionally intelligent approach. Target: All employees
  • 28. BIZLIBRARY.COM 4 Course Series: Effective Performance Reviews It is not enough to simply review an employee’s performance at the end of the year. Employees know when we are just going through the motions, and in turn, they do not see the review as anything more than a time for their boss to tell them everything they did wrong during the prior year. On the other hand, when a review is conducted effectively, employees become more engaged in the process and, in improving their performance. Target: Managers 1. Purpose Of Conducting Effective Performance Reviews 2. Preparing For The Review 3. How To Conduct A Review Meeting 4. What To Do After The Review Meeting
  • 29. BIZLIBRARY.COM Free trial of the BizLibrary Collection Courses. Topic Areas. Unlimited Access. 7,000+ 25
  • 30. BIZLIBRARY.COM Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Petry Marketing Specialist jpetry@bizlibrary.com @JessLPetry @BizLibrary

×