The traditional performance review process is broken — but most of us knew that. While it was meant to provide guidance for development and encourage achievement, it ends up demotivating employees and driving attrition in a system bogged down with paperwork. At a time when growing and retaining top talent is critical for success, a better way is needed.
Join this session to learn:
• Five places the traditional performance review process is failing.
• Four keys to a better performance process.
• Leveraging tools and technology to pave the way.
Speaker: Rocky Mitarai, Director, Product Marketing, Saba
3. Saba Software, Inc.
Tumble Tots!
"Jack has problems listening
and being quiet during
instruction which can mess
with the flow of class.
It's not unusual for a student of
his age to have as much
energy as he does, it's just
something to be aware of."
Class 10 – Last Day Feedback:
7. Saba Software, Inc.
Performance feedback is too
infrequent to enable growth
While 41% of employees want feedback quarterly
from their manager and 22% want it weekly, only
16% conduct quarterly reviews at best
- Saba Global Workforce Leadership Survey 2015
• Poor performers assume they’re OK
• Strong performers become disengaged
8. Saba Software, Inc.
Annual goal setting doesn’t
account for the real pace of
business
51% of senior leaders conduct ongoing meetings to
discuss (and adjust) goals with business leaders. But
only 6% of business leaders conduct the same process
with their reports
- Deloitte
• Goals are seen as meaningless
• Employees reprioritize goals on their own
9. Saba Software, Inc.
Stacked ranking demotivates
and reduces engagement
Labeling people with any form of numerical rating or
ranking automatically generates an overwhelming
“fight or flight” response.
- NeuroLeadership Institute
• Status feels threatened
• Unable to absorb performance feedback
11. Saba Software, Inc.
Facilitate frequent performance
discussions
• Enable continuous feedback and coaching
• Invest time looking forward
Since we adopted Check In, we have seen much lower
attrition of people we wanted to keep and involuntary
attrition is up — which is good.
-- Donna Morris, SVP People
Adobe Systems
12. Saba Software, Inc.
• Foster continuous feedback from peers
• Enable feedback to supplement
performance reviews
On-the-spot feedback around key behavioral
characteristics enables a more dynamic and
effective process, with qualitative and quantitative
data at any given time.
-- Virgin Atlantic
Foster a culture of continuous
feedback
13. Saba Software, Inc.
• Ensure visibility and constant communication
• Enable frequent review and revision of goals
Organizations that have employees revise or review
their goals quarterly or more frequently were 3.5x more
likely to score in the top 25% of business outcomes
- Deloitte
Enable dynamic goal setting
and management
14. Saba Software, Inc.
• Use ratings as a starting point for
deeper consideration
• Disconnect performance from
compensation conversations
Since 2011, Juniper has not given ratings to
employees or kept documents of ratings. It also
eliminated forced rankings. Participation and
satisfaction have skyrocketed.
-- Steven Rice, EVP Human Resources
Juniper Networks
Consider alternatives to stack
ranking