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Agile India 2016: Workshop: From Traditional Performance Management to Iterative Performance Flow

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Bangalore, India | Mar-15-2016

Traditional Performance Management systems are in deep crises. Their industrial era approach is unable to meet the demands and thinking of 21st century people and organizations.
Join this interactive workshop to discuss how Lean | Agile enterprises can push the reset button and move from an administrative Performance Management process to a successful iterative performance flow.

This is a highly participative open space session and we will cover questions like:
– Why is there a need to push the reset button on Performance Management?
– How do we approach goal settings in an agile environment? What is the best balance between collective vs. individual goals? Can you align individual goals with agile thinking?
– Why is there a trend to eliminate employee appraisals? Are 360-feedbacks the new employee appraisals? Can we still promote people without appraisals and less/no hierarchical structure?
– How valid are traditional bonus models or are there better ways for remuneration and acknowledgement?

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Agile India 2016: Workshop: From Traditional Performance Management to Iterative Performance Flow

  1. 1. Agile India 2016 | Bangalore | Mar-15-2016 Fabiola Eyholzer | @FabiolaEyholzer | #AgileIndia2016 Workshop: From Traditional Performance Management to Iterative Performance Flow © 2016 Just Leading Solutions LLC. All Rights Reserved
  2. 2. From Performance Management to Performance Flow How did your last performance review make you feel? Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 2
  3. 3. From Performance Management to Performance Flow Performance Management is currently the most scrutinized of all HR processes Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 3
  4. 4. From Performance Management to Performance Flow Many companies are eliminating employee appraisals – including 10% of Fortune 500 – and more are to follow Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 4 Sources: Performance Mgmt for the 21st C organization, Edie L. Goldberg SHRM Jul-152015 | NeuroLeadership Institute SHRM Jul-2015 | Dread Performance Reviews? This Company's Getting Rid Of Them, Dominique Mosbergen, The Huffington Post, Jul-2015 | Why GE had to kill its annual performance reviews after more than three decades, Max Nisen, Quartz, Aug-2015 | In big move, Accenture will get rid of annual performance reviews and rankings, Lillian Cunningham, The Washington Post, Jul-2015 | Why Employee Performance Reviews Are So Old School, Millie Dent, The Fiscal Times, Jul-2015 | The Push Against Performance Reviews, Vauhini Vara, The New Yorker, Jul-2015 10% of Fortune 500
  5. 5. From Performance Management to Performance Flow It’s high time for change: Performance Management has its roots in the 1950s post war era Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 5
  6. 6. From Performance Management to Performance Flow Performance Management is (used to be) considered best practice … Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 6 91%of companies
  7. 7. From Performance Management to Performance Flow … and the process is fairly standard – regardless of size or industry Source: Mercer: Global Performance Management Survey Report, Mercer | SHRM: HR Professionals’’ Perceptions about PM effectiveness Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 7 Performance Rating 89% 5 Point Scale 57% 30% 16% 95% 93% Formal Goal Setting Year-End Review Mid-Year Review Pay for Performance 89% Forced Ranking
  8. 8. From Performance Management to Performance Flow We invest billions into this system Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 8 Sources: Harvard Business Review April 2015: Reinventing Performance Management by Marcus Buckingham & Ashley Goodall | The Washington Post Jul-21-2015: In big move, Accenture will get rid of annual performance reviews and rankings by Lillian Cunningham Deloitte was spending close to 2 million hours a year on evaluations. A company of 10,000 employees spends about $35 million per year on annual reviews.
  9. 9. From Performance Management to Performance Flow But how satisfied are we with the investment? SHRM Survey: HR Professionals’’ Perceptions about PM effectiveness (Oct-21-2014) | Office Vibe "13 Disappointing Performance Appraisals Facts You Really Need To Know", Sep-2014 | Corporate Executive Board 2014 Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 95%dissatisfied managers 58%say doesn’t drive engagement 2%of HR attests grade A 30%say it decreases performance 59%employees say waste of time 9
  10. 10. From Performance Management to Performance Flow We invest billions into a system that is clearly underperforming Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 10
  11. 11. From Performance Management to Performance Flow With such low ROI levels, why do so many companies stick with it? Why the reluctance to change? Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 11
  12. 12. From Performance Management to Performance Flow The tides are shifting and agile teams | organizations are at the forefront Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 12
  13. 13. From Performance Management to Performance Flow Agile teams take it one step further and really push the reset button Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 13 Source: Just Leading Solutions LLC, Author Series
  14. 14. From Performance Management to Performance Flow Agile teams bring a new mindset to Performance Management Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 14 Source: Professor Nick Holley, Henley Business School, HR Tech World Oct-2015 process  conversation historical  forward looking negative  positive individual  collective rating performance  improving performance measuring the past  focusing on the future addressing weaknesses  building on strengths
  15. 15. From Performance Management to Performance Flow What are some typical challenges to solve Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 15 How do you estimate individual contribution in teams? How do you ensure feedback without employee appraisals? How do you pay for performance without ratings? How do you deal with low and under performer? What are the new yardsticks for pay and promotion? How do you remunerate fairly and individually without appraisals?
  16. 16. From Performance Management to Performance Flow Let us tap into all the ideas, experiences, and knowledge in the room Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 16
  17. 17. From Performance Management to Performance Flow And that is how we will do it • Market Place of Ideas • Present challenges • Twitter votes • Decide on sessions • 10 minutes • 2-3 Breakout Sessions • Interactive discussion • Moderated by challenger • 15-20 minutes • Solution Exchange • Present key ideas/findings • 15 minutes Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 17
  18. 18. Market Place of Ideas
  19. 19. Break Out Session
  20. 20. Solution Exchange
  21. 21. Thank you! Just Leading Solutions 275 Madison Avenue 14th Floor New York, NY 10016 nyc@justleadingsolutions.com www.justleadingsolutions.com Fabiola Eyholzer CEO fabiola.eyholzer@justleadingsolutions.com +1 908 340 8091 @FabiolaEyholzer Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 21

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