2. PM on Podio!
• Why Podio?
– Easy way to align the way we do
things
– Centralize everything on one platform
– AIESEC NZ will move completely to
Podio in the future
– You will become Podio experts
– Because of the customization we can
do
3. PM on Podio
• Contains 4 apps you need to master
(each app is one step in the PM
process)
• ”Membership”
• ”Goal setting”
• ”Appraisal/Evaluation”
• ”Review”
• Furthermore I will give you
indvidual training in using the tools
4. Confidentiality
• The PM process (answers) is a very
sensitive and confident one
• Only EB should have access to the
PM workspace
• The information from the talks
should not be known to anyone else
than EB + the member.
5. Your members
• Member app on Podio, which can be
exported to the ”AIESEC NZ Member
1314” Google.spreadsheet
If you already have their
information fill it in yourself
7. Goal setting
• Don’t forget that a goal should be SMART:
• Specific;
• Measurable;
• Attainable, or action oriented;
• Relevant;
• Time-bound.
• In order for a goal to match the above mentioned criteria and
to be effective, it should be set according to the following rules:
• A goal should be consistent with your values;
• It should be positive (for example, “I will achieve great results”
instead of “I will try not to fail”);
• It should be precise – if possible, indicate exact place and date
of its realization (for example, “By 31.12.2013 I will realize 2
exchanges!”);
• Based on established priorities;
• It should be great and high, as well as achievable;
• It should be written somewhere;
• It leads to realistic objectives;
• Each goal does not contradict with another one.
8. Goal setting app
The member fills out the
webform by himself.
After filling out the webform,
the data goes to your app
Edit the information and
choose the member,
choose date and person
for the appraisal
9. Goal setting
• Remember
– Goal setting is being done in the
BEGINNING of a role
– Set date for appraisal halfway through
a role (e.g 6 months TL role would
have appraisal in the 3rd month)
– Teach the members how to do goal
setting (Session for example)
10. Appraisal/Evaluation
• Objectives.
– Figure out what the member needs to
work on for the remainder of the role
– Figure out if a member should be
recogniced or if a performance
problem exists
– Figure out how the experience has
been so far for the member
11. Appraisal/evaluation
• System:
– 5: Outstanding
– Consistently exceeds all expectations for responsibilities, abilities and
commitment required for the role. Possesses and demonstrates great
knowledge and abilitiy to take initiative and improve the role and
team.
– 4: Exceeds Expectations
– Frequently exceeds expectations for responsibilities,, abilities and
commitment required for the rol e. Is actively looking for new
knowledge.
– 3: Meets expectations
– Meets the expectations set out for the role and demonstrates the ability
and knowledge needed to do the job.
– 2: Improvement needed
– Does not always meet the expectations of the reponsibilities, abilities
and commitment required for the role. Member might still be
learning., but additional training/commitment is needed.
– 1: Unsatisfactory
– Expectations for the role has not been met. The member does not
demontrate the necessary knowledge, skills, abilities and commitment
12. Appraisal remember
• VP + Member together
• It is a collaboration
• Get both sides of the story
• Experience evaluation and performance
review phase (Member is customer +
employee)
• Member must not feel like they are ging
through a process
• Talk needs to be informal and relaxed
• Know the questions/topics beforehand! (Go
through the app)
• We are halfway through a role/experience,
how can we improve the role/experience?
13. Appraisal app
Fill out the app in the
workspace with and while
talking with the member.
Connect the appraisal to the goal setting
and the member. This makes it easy in the
future to create an overview of the specific
member
Fill out the app – all fields have
explanations. Go through the app
before conducting the appraisal.
14. Appraisal analysis
– Performance problem
Specific rating under 3 = Set goal/action for this specific thing.
General rating under 3 = Performance problem
– Recognition
Specific rating over 3 = praise the member for that specific
thing. How can we enhance that further?
Average rating over 3,5 member goes to the ”Member of the
quarter” pool, where the member with the highest appraisal
score wins ”Member of the Quarter” after each finished
appraisal round (suggestion).
You can export the
data from Podio to
Excel to ease your
analysis.
15. Review
• Objectives of the review:
– Wrapping up the role/experience of
the member
– Discuss next steps
– Reviewing the performance
16. Review remember
• Know the topics/questions before
doing the review
• Know the goal setting and appraisal
of the member
• Get both sides of the story
• It is a collaboration between the VP
and the member
17. Review app
Fill out the app with and
while talking with the
member
Connect the review to the
member, the goal setting and
the appraisal.
Fill out the rest of the app – all fields have
explanations. Remember to read through
the questions/topics beforehand.
18. BOOM
• This concludes the two parts of the
performance management booklet.
• You now have the
theory/knowledge and the actual
system to manage performance.
DO IT
