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Using Performance Management to Improve Employee Engagement
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Using Performance Management to Improve Employee Engagement

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1. Using PM as a tool to enhance employee engagement

1. Using PM as a tool to enhance employee engagement
2. Strategies to integrate PM across the business
3. The role of leadership in developing high-performance environments.

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  • There are 3 things I wish to talk to you today.Lets get started.
  • There are 3 things I wish to talk to you today.Lets get started.
  • There are 3 things I wish to talk to you today.Lets get started.
  • There are 3 things I wish to talk to you today.Lets get started.
  • There are 3 things I wish to talk to you today.Lets get started.
  • There are 3 things I wish to talk to you today.Lets get started.
  • There are 3 things I wish to talk to you today.Lets get started.

Using Performance Management to Improve Employee Engagement Using Performance Management to Improve Employee Engagement Presentation Transcript

  • Tonkin Performance Management in Healthcare Conference (Melbourne) Case Study:Identifying different levels of performance management within an organisational framework Tony Wiggins 29 November 2012
  • My Contribution Today… discuss the Growing Performance Project that aimedto develop the performance culture of staff as anemployee engagement tool to deliver better healthoutcomes.
  • Key Points• Using performance management as a tool to enhance employee engagement• Strategies to integrate the „Growing Performance Project‟ across the organisation• The role of leadership in developing high-performance environments• The „four enablers‟ of performance management which provide the key to great leadership and great performance View slide
  • Employee Engagement is ...• Emotional commitment the employee has to the organisation and its goals (Forbes Magazine)• Combination of commitment to the organisation and its values plus a willingness to help out colleagues (CIPD)• Attributes that Australian employees value about their job: 1. The existence of opportunities for advancement 2. Training 3. A clear career path (Mercer 2003) View slide
  • Employee Engagement
  • Employee Engagement“5 Faces of Productivity” - CEOs say the talent crunch isthe main threat to business expansion ... making talent astrategic focus, CEOs hope to ensure future growth andunderstand employee engagement.When business needs to do more with less, engagedemployees may be the difference between surviving andthriving..
  • Engagement Drives Performance Healthcare Environment STRATEGY Structure, Capacity People, Systems and Capability LEADERSHIP and processes Values Culture EMPLOYEE ENGAGEMENT Research confirms that engagement leads to higher PATIENT financial performance, EXPERIENCE higher customer satisfaction and higher ORGANISATIONAL employee retention PERFORMANCESource: Right Management‟s Organizational Effectiveness Framework
  • PollWhich option best describes your organisation’scurrent performance management system? We have a program in place but it could be a lot better Our program works pretty well, but could be improved some Our performance management is an awesome experience for both the employee and the manager Don‟t know/not sure
  • My experience ….• Wolston Park Hospital, Ipswich - 600 staff - nursing, operational, administrative staff• Princess Alexandra Hospital, Brisbane - 4500 staff - nursing, allied health, administrative, operational - implementation team - 10 HR/OD staff• Queensland Building Services Authority - 326 staff - building, insurance and legal - Online performance, succession planning, career management
  • Who is Queensland Health?• > 80,000 staff• 3rd largest employer in Australia• 15 health service districts• 178 hospitals and healthcare facilities• Delivers a range of integrated health services: - hospital inpatient, outpatient and emergency services - acute and community mental health services - primary healthcare - chronic disease management - 398,724 emergency department admissions 2009/10) - 922,790 admissions to hospitals (2009/10)
  • QH Snapshot (2009)• 73,192 FTE• 13.9% (7,741) - current PAD Plans• 15.4% (9,600) - PAD review dates passed• 70.7% staff never had a PAD plan• 86.1% (65,378) staff did not have a PAD• Project Outcome = staff with clear expectations of both performance and behaviour
  • ‘GP’ Project PhilosophyEmployee Value Psychological Proposition Contract
  • The MMM Framework• Originated - oil and gas industry by Shell International• Manchester Patient Safety Framework (MaPSaF)• Tool redesigned - QH healthcare teams assess, develop and progress their PM culture.• Dimensions - Developing + building a mature PM culture (5 levels) - Attitudes, values and behaviours - Linking PM culture with workplace practices.
  • How it worked ...• Facilitated workshop (healthcare settings)• Identify PM level of culture now, where it could be and how to improve• Workshop - reflection, recognition multi layered process, strengths and weaknesses, how a team with mature PM might look and operate• Evaluation sheet to assess current maturity level• Each level - different types of PM templates used• Levels 1, 2, 3 - detailed 2 or 3 page template• Levels 4, 5 - 1 page template – PM conversations are the normal + reflect a culture of „what, how and when‟.• Annual reflection - track and develop plans/strategies
  • Growing Performance Pilot Groups Health Directors - Practitioners Pharmacist Level 6 - 7 Social Workers PhysiotherapistNurse Unit Manager Nursing Administration Program Manager /DON Level 7 -10 A08 - DS0/SO1 /Director - PILOT HR, Finance, IT GROUPS Program Manager Clinical Managers Medical Staff /Director Operational Staff Specialists Level 8 - 15 Staff Level 10
  • Workshop facilitators - healthcare Supportive senior management (roundtable)20 participants (co-learners) sponsored - eachdiscipline/ classificationAn action learning set (ALS) advisor would attendworkshops and provide support and advice to attendees ALS advisor - District or Division or PaC HR member
  • Tony WigginsThe HR ArchitectM: 0401458573LinkedIn: Tony WigginsBlog: The HR Archit3ctTwitter: TonyWigginLinkedIn: Australian Attraction Recruitment and Retention Network