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The Five Faces Managers See In Performance Reviews

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Few things are quite as anxiety-inducing as the annual performance review. And it doesn’t matter which side of the table you’re sitting on. Emotions run high. Biases cloud perspectives. So how a manager responds and motivates can be the difference between sparking improvement, or disaster.
Get your managers ready to turn tough conversations into positive interactions and results.

Published in: Recruiting & HR
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The Five Faces Managers See In Performance Reviews

  1. 1. Work, learn and grow together with Saba talent management. UNITED WE THRIVE.
  2. 2. BASED ON TRUE FOT STORIES… The Five Faces Managers See During Performance Reviews
  3. 3. A Reminder of What Performance Management is @FOT… 1. Developing goals that are good for the company and engage the team member developmentally. 2. Pushing for more performance, but specifically describing what you need and why it’s good for the team member (verbally and in writing). 3. Performing in conversations with the team member (planning, lock-in, review session and all coaching in between). 4. As a result of the first 3 things, you’re at the intersection of a) getting more for the company and b) developing your team member. YOU’RE A COACH. If you do all the above, push hard and your team members still say you’re a good coach, you win. You’ve arrived.
  4. 4. Who You’re Listening To • Kris Dunn • CHRO at Kinetix (RPO, Recruiting) • Founder of Fistful of Talent , The HR Capitalist • Hoops Junkie • Tim Sackett • President at HRU Technical Resources • Business partner turned HR pro • “Unfiltered and loose in the corners.”
  5. 5. How do you feel about team members completing self assessments?
  6. 6. The 5 Faces You’ll See in Performance Management
  7. 7. They’re Waiting, And They’re NOT Going to Go Easy on You…
  8. 8. Trading Cards for the 5 faces you’ll see in Performance Management
  9. 9. Trading Card: The Diva/Superstar In Her Own Mind… • Thinks she’s a world class performer • Usually a high performer in one area, with development needs in other areas • May have had a hands-off manager before you • THIS JUST IN: She’s not sure she has anything to learn from you… • Can be a disruptor on your team and a poor teammate - odds are some teammates hate to see her go unchecked
  10. 10. Here’s What Her Self-Assessment Looks Like…  Expert  Expert  Expert Amy
  11. 11. Trading Card: The Deflector… • He could do more, but let’s face it: he’s been dealt a terrible hand at this jalopy you call a company • External locus of control rules the day, he’ll tell you he doesn’t see the point of trying harder, too many things are in the way • THIS JUST IN: He doesn’t not believe in you, he just thinks you’re part of the overall “situation” • Whoops… Are you enabling this person with the manager pass-through? • External locus of control means you’ll have to box him in the hardest
  12. 12. Trading Card: 9 to 5… • Looking to work 40 hours, easily offended when you ask for more • 9 to 5 outlook can be voluntary or involuntary (parent, etc.) • Generally looking to meet the expectation/hit the target, low interest in discretionary effort • THIS JUST IN: If the 9 to 5 outlook is involuntary, you can buy discretionary effort via flexibility • Seen as steady performer by those around her
  13. 13. Trading Card: Upwardly Mobile/Unsure… • The fun profile: seeks to excel, but is unsure of what they want in their career • No opinion on what the next step is for them, much less two steps down the road • Will provide discretionary effort, especially if recognition follows • Is looking for feedback on performance and linkage to how to progress in her career • THIS JUST IN: If you don’t take the time to be interested, she can turn into a 9 to 5 or a Deflector (it’s a question of who is going to influence her—you or them?)
  14. 14. Trading Card: The Star… • One of the best in the company, and in the city (actually) • Can choose to influence others or be an island depending on the role, and you’ll live with it • Is crushing most of the expectations in the Big 5 • THIS JUST IN: He’s not sure he has anything to learn from you… Even if he can’t, you have to try to engage • You have to answer a tough question: How do you engage a star on performance?
  15. 15. What Profile Is Missing? Identify at least one additional face you’ve seen in your life as an HR pro
  16. 16. Strategies for Dealing with the Five Faces
  17. 17. Back Rating Up with at least 2 Specific Examples of How They Missed/Hit/Crushed It
  18. 18. Ask How Can They Raise Their Game in Each Area
  19. 19. But It’s Not Enough… You Have to Think On Your Feet!
  20. 20. Strategies for Dealing with the 5 Faces: Pick 1 or More to Survive and Thrive 1. Focus on the definition of performance that is “hit it” (meeting expectations) and “crushed it” (exceeding expectations). 2. Push for more performance, specifically by describing what you need and why it’s good for the team member (verbally and in writing). 3. Focus on efficiency. Talk about ways the team member can attack the Big 5 to get more done during the day and potentially lift their performance. 4. Focus the team member on what they can control. Offer to knock down a barrier for them in exchange for more discretionary effort in a specific area. 5. Link the development plan with the team member’s performance. Talk about areas they’re interested in growing in. Find a link between those areas and the business/role and agree that’s a focus for the next quarter.
  21. 21. The Reality Is… YOU’RE A COACH. If you do all the above when needed, push hard, and your team members still say you’re a good coach—you win. You’ve arrived.
  22. 22. What Custom Strategy Do You Use to Deal with Each of the 5 Faces?
  23. 23. Which Strategies Would You Use with The Diva? 1. Focus on the definition of performance 2. Push for more performance 3. Focus on efficiency 4. Focus the team member on what they can control. 5. Link the development plan with the team member’s performance.
  24. 24. Which Strategies Would You Use with The Deflector? 1. Focus on the definition of performance 2. Push for more performance 3. Focus on efficiency 4. Focus the team member on what they can control 5. Link the development plan with the team member’s performance
  25. 25. Of Course It’s Never That Easy
  26. 26. Which of the 5 Custom Strategies Includes a Development Plan?
  27. 27. Goal Setting and Development Plans
  28. 28. The Five Faces (and others) Usually Come in Pairs…
  29. 29. What combinations (A+B) of the 5 Faces are you most likely to see in the same person?
  30. 30. Want To Watch This Webinar In Full? Click here to watch this webinar on-demand, free!
  31. 31. High-Impact Performance Management February 21, 2018 at 1:00PM ET / 10:00AM PT http://www1.saba.com/PT-0221-Performance.html
  32. 32. Kris: kdunn@kinetixhr.com www.fistfuloftalent.com Twitter: @kris_dunn LinkedIn: www.linkedin.com/in/krisdunn Tim: sackett.tim@hru-tech.com www.fistfuloftalent.com Twitter: @TimSackett LinkedIn: https://www.linkedin.com/in/timsackett

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