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But o nly 3 5% of employees agree that their managers co m municat e performance standards and provide fair and accurate feedback to help them do their jobs better . 2002, the Corporate Executive Board’s L & Development Roundtable S urvey / 20,000 part.
These goals, I can never reach! I have the meanest manager when it comes to rating! He told me I was not cooperative, but didnt give me any examples! Her phone didnt stop ringing during our performance appraisal! I got the best rating, but nothing happens! Performance mgt in our company is nothing but a myth!
When used in a constructive and motivating way... ...employees get to know what they do well and where they need to improve.
Does our system really measure our company values? ... 3 questions you need to ask yourself: Does our system get implemented with sincerity? Do people really learn what they must do to improve their performance?
If you say no to any of these, you can well do without your existing system Or you need to do something to improve it NOW
Performance appraisals Performance management system itself
The performance management system itself The misfit > Company culture and the system Low credibility > Losing people’s TRUST in the system No link to other HR functions > Leaving it ALONE and ISOLATED. SHALLOW > Only done via appraisals 1-2 times a year. No follow up. Forgetting that it’s all about HUMAN Failing to make it CLEAR and SIMPLE Failing to explain the employee the WHY and WHERE
No preparation for the appraisal interview Leaving it to the last minute, postponing it, cancelling it. Making it a monologue, not listening. Not recording, failing to create a performance history. Using old fashioned methods. Confusing future potential with current performance. Failing to provide examples. Criticisizing the person, not the job done/performance. Having hard time delivering difficult messages. The performance appraisal
Too kind > Overrating a bad performer. Taking a blaming attitude. Making it only about salary increase. Oscillating between the best and the worst ratings. OR > Rating everyone as «average». Surprises! Failing to agree upon the objectives. Comparing the employee with other employees. Forgetting the legal aspect. The performance appraisal
Jack Welch, Winning Make your system a rigorous, nonbureaucratic evaluation system. Very few companies have meaningful evaluation systems in place. That’s not just bad, it’s terrible!
Don’t focus on forms and procedures. Stay away from the mechanic of the system. Forget the traditional, focus on the essential.
But first and foremost.... Remember Motivation 3.0! Create a work environment where everyone feels the HUMAN element where the job is the REWARD itself where a good performance management system HELPS YOU BUILD THE FUTURE
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