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

1. Performance Reviews Are
Broken — But What’s the
Solution?
Rocky Mitarai
Director of Product Marketing
Saba

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Tumble Tots!
Jack – Age 3

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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:

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3 Problems with
Performance
Reviews

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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

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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

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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

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4 Keys to Better
Performance
Management

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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

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• 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

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• 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

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• 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

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Learn More
Get the eBook
www.saba.com/rethinkretention

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Rocky Mitarai
Product Marketing Director, Saba
rmitarai@saba.com
http://linkd.in/1EBjWip
www.saba.com

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Thank You!