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8 Do's and Dont's of Performance Reviews and Goal Setting
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Editor's Notes
- Today’s session will give you great insight as to what an employee’s journey should look like. Incorporating great tools to help managers with their day to day interaction with their employees and overall making a much bigger impact on the success of your organization. Some of the key focus areas we will be looking at within Talent Management: Onboarding, Career Paths, Performance Reviews, Objectives, Training and the importance of a Learning Management System. So let’s get started.
- Start off by putting your best foot forward on day one with your new hires. Research has shown that over 30% of new hires come from referrals. If your new hire has a great experience, they are likely to share that experience others, which in turn, could be great referrals for the future. Make sure everyone within your organization is ready and welcoming to all new hires. 89% of hiring failures are due to poor cultural fit. The more honest and open you can be about your culture during the hiring process, the better. Start engagement on day 1 - Employee engagement should be a focus as soon as your new employee arrives on the first day. When outlining expectations and immersing employees in company culture is done correctly, it can lead to higher job satisfaction which ultimately creates employee engagement and lowers employee turnover. Organizations with a standard onboarding process have 54% greater new hire productivity and 50% greater new hire retention. We will showcase some great ideas for your onboarding process to make sure you have happy employees, more referrals and an overall great company culture.
- This is NOT what you should be portraying for your onboarding process.
- Some Helpful Tips and Ideas to make your your onboarding process a success: Have the new employee write up a short bio to share with the company or department before they start with your organization. This will give everyone a chance to at least know something about them and allow for easier conversation. Have an agenda ready, spelling out exactly what they will be doing for the first week or two. Comfortable work space, make sure their workspace is complete, get it ready for them, have them feel as though you are excited they are starting and we are ready for you. Small gift or company swag items, coffee cup, company gear, pens, etc. Start emailing helpful information, maybe a layout of your building with the conference rooms labeled, breakroom, etc. Anything you can think of that was helpful to you when you first started, share. Assign a work buddy, where the two meet daily to help with any questions and help welcome them to the company. Set expectations early Walk through company processes, like PTO, how to communicate when I am unable to make it into work, required forms to complete and turn in, when you get paid, etc. Training, how to access your training, do you have a LMS they can use. Feedback, setting up the structure and committing to giving more frequent feedback.
- This is something that can very easily be overlooked during the onboarding process, but please don’t make the mistake of not doing this, very important. Start off with identifying what is expected of your employees. You improve performance by working with what motivates your employees to do their best and eliminating obstacles that keep your employees from experiencing higher levels of job satisfaction. Be specific with your employees about what’s meant by “performance.” They need to know what’s expected of them, what’s considered unacceptable, and what it might take for them to reach the standards of performance that you and your employees set together. Your expectations affect the behavior of your employees. If you expect better performance and trust employees to deliver, you’re likely to get it. Create an environment that encourages and supports higher levels of performance. Be specific in setting your objectives, try to stimulate and challenge your employees, provide the resources they need, and show how much you appreciate and respect them. Set clear expectations, make no assumptions – spell it out
- Organizations that revise or review goals quarterly or more frequently, are 3.5 times more likely to score in the top quadrant of business performance. The slide indicates an improvement in performance based on frequency of goal review, along with the percent of organizations doing this today. Again, the more frequently goals are reviewed, the more significant of an increase you will see in performance.
- Starting off with having a firm strategy of how we are going to make this happen. What is our strategy? Have clear goals identified from the CEO/President, this will clearly get everyone on the same page and working towards the same goals. Once the strategy has been defined, now we have to figure out how we are going to get there. That is where the goals come into play.
- Getting managers to support this process will be key. Manager’s are the true lynch pin when it comes to employee engagement and they need their leader’s support. Asking more of your manager’s in regards to more frequent reviews, check ins, one on ones, etc, is a big change for some, but a definite requirement.
- Create Goals for your employees. Your company can’t expect employees to succeed in the long run if their goals aren’t aligned with company goals. Develop employees to overcome obstacles and prepare them for future roles in your organization. Start off with the company vision and strategy, move more into the department goals, then hitting on the specific individual goals. When developing goals, make sure to always keep in mind the SMART acronym.
- Sometimes working backwards can help you to better define the goal. Starting with the outcome and working back from there.
- If the information is important enough to document, then it should be important enough to share. Making sure you are offer up that gift of feedback.
- What we’ve learned about feedback. By not giving feedback it creates anxiety, worry and poor performance. By giving feedback, it empowers your employees and increases employee engagement.
- Quick tools to use to help document feedback. Make informal feedback count in formal reviews, notes throughout the year will make this process much less painful. Here are some tools that can be used to help establish a routine for more frequent feedback.
- Really start to know your employees. Here is a list of some example questions to start incorporating into your more frequent one on ones. What are your Career Goals? Asking this question will help you work with the employee to develop a career path.
- Think of your employees as your customer!
- Asking the questions – what motivates them, what makes them want to come to work everyday. Are they the employee who hits the snooze button 5 times before making it out of bed, find out why and see if there is something you can do as their manager to change this. A development plan can easily be tied to an employees career path – what does that look like and what should that employee start working on in order to be considered for that next job move.
- The best companies spend time developing employees for growth opportunities. When growth opportunities exist, these companies are prepared with the top talent to step up. Helping employees know and understand what their succession plan looks like will keep them on track for upward mobility within the organization and help keep them engaged. Identify Career Goals, based on Five Questions What do you believe are your top strengths? What type of work do you like to do? What are your short-term career goals? What are your long-term career goals? What skills and experience do you need to meet those goals?
- Learning and Succession are commonly tied to a development plan. When skill gaps prevent employees from staying engaged; it’s time to develop existing staff to improve your employees’ knowledge on core competencies of the organization.
- A LMS can help out tremendously with this. Studies have shown that companies with a LMS have a 65% higher course completion rate than non LMS users, resulting in a 37% increase in employee productivity and a 99% positive impact on employees.
- This is how some organizations like to blend or mix up their learning today. A blended learning approach with formal and informal development. The pairing up of individuals or the ability to have a job rotation or apprenticeship programs has proven to be highly successful. Video and mobile learning are on the rise for better comprehension and easier access.
- If you establish ways to reward your employees and develop their skills and capabilities, you will see results.
- If you are only interacting with your employees every few times a year, your employee engagement level will continue to be low. Asking Questions applied to more frequent feedback are what is going to get you to engaged employees.
- Here are some additional ideas to consider when mixing up the annual caddice and when to check in with the employee.
- 360 allows feedback from peers, co-workers, manager and sometimes even clients or customers. Managing the performance of employee strengths and weaknesses is not a once-a-year, one-sided occurrence. 360 feedback allows employees to identify strengths and weakness from different perspectives and to become more effective all year long. Companies that implement regular employee feedback have turnover rates that are 14.9% lower than companies where employees receive no feedback. Then also looking at creating an employee recognition program. Like employee of the month within a department, ways others can easily recognize others.
- Benefits for a 360.
- This is another interesting fact as well. The number one reason most Americans leave their job, is they don’t feel appreciated. In fact, 65% of people surveyed said they got no recognition for good work last year alone. Having a 360 tool to assist with providing feedback can give your company the power to eliminate this problem. But also having an employee recognition program in place with will make for a better work environment for everyone.
- There are a lot of slides here you can take away and use as quick reference points. Including this one, print this out and have in front of you at different times to review. These are constant reminders of what needs to change and items you need to stay on top of. As you know, when you attempt to change something, you have to consistently work at it. It generally doesn’t happen overnight and constant reminders will be very important. Even emailing out some of these slides weekly to your managers to help remind them, will be helpful.
- Constantly remembering to recognize your employees. 2 Books, same author, one for children and one for the more advanced reader, but the same title and theme. How Full is Your Bucket. The kid version just simplifies the same results. Making sure we are supporting our team and co-workers each and every day. Hearing others say nice things to you, who wouldn’t want that? This ties right into the percentage of 89% of hiring failures are do to a bad culture fit. By making this part of your culture, you can change that statistic.
- This is why words like this are so important. They seem simple, but how many times in a day, week or month do you actually say things like this to others? At 3:00 everyday, ask yourself, whose bucket have I filled today? If you haven’t done so, then you better get busy. You don’t want to leave work with an empty bucket. Plus if you have had a bad day, everyone dislikes going home feeling that way. I can guarantee you, by filling someone else’s bucket, your own bucket gets filled and makes you feel like a better person.
- By automating and adding in the technology, you can have instant insights to help your organization make better decisions based off facts, instead of instincts. Communication throughout, Talent Sharing by Improving Managers’ Access to Talent Information Having systems easily and consistently view gaps within skill set and capabilities. For Example, if your performance evaluations are not automated or online and they are paper based today, what are you doing with the data? How can you quickly and easily view your high versus low performers. How do you determine what training is needed based off of skillset scores?
- Then allowing you take action on the information – maybe setting up new training programs or through additional training around goals, to make sure they are being written effectively.
- Not too mention how much time can be saved. Managers spend approximately 90% of their time doing administrative work and only 10% developing their people. With employee engagement a huge priority for most companies, this statistic needs to change quickly. By allowing your managers more time, by not doing so much administrative work, this will allow them to apply more face time with their direct reports.
- This is exactly what BirdDogHR offers, a completely automated system to track everything associated with an employees journey within your organization. With all the dos and don’ts we reviewed today, the final don’t really should be, don’t overlook what is right in front of you. Explore these options and determine what would be the best fit for your organization.
- Finally, just some additional questions to think about as you implement these recommendations within your daily routine.
- You’ll see some names that you recognize on this list and perhaps a few that you don’t. I do want to tell you a quick story about Asplundh tree experts. They are a nationwide company that delivers tree trimming and removal services. They are also a federal contractor (removing trees from highways during storms etc…). They have 30,000 employees and many of them are seasonal. Prior to using BirdDogHR they were accepting employment applications from the backs of trucks and because of this they had been audited by the OFCCP. Fast forward to 12 months of using the BirdDogHR ATS and they had already saved over $150,000 in recruiting efficiencies and had a returning OFCCP auditor walk in one of their offices and turn around and walk back out saying “you have BirdDogHR for your processes – you are covered.”