By providing regular feedback to your employees, you drive accountability and productivity within your business. This also is one of the largest predictors of employee engagement. A company without regular feedback loses the ability to make direct connections between employees and management. In addition, employees who achieve their goals and who are appropriately rewarded will continue to drive high performance. This session outlines the essentials of performance management and structuring rewards to best engage and motivate employees.

1. Performance and Rewards
Laura Rohde
August 21, 2019

2. 2
Objectives
• Building blocks of performance management
• Define goal-setting
• Establish evaluation criteria and provide feedback
• Align performance appraisals with appropriate
rewards to best compensate high-potentials

3. 3
What Is Performance Management?

4. 4
Ensures effectiveness and
consistency in the following:
• Performance standards
• Goal-setting
• Professional behaviors
• Core Values behaviors
Rewards and
Recognition
Building Blocks of Performance
Management

5. 5
• S.M.A.R.T Goals/Activities
• Training Plans
• Regular Feedback
• Practice Accountability
Importance of Goal-Setting

6. 6
Q1 JANUARY –
MARCH 2019
Goal Status Activities
S.M.A.R.T. Goal 1:
*Firm Goal
LET'SGETSTARTED
COMPLETE?(Y/N)
N
Goals Worksheet

7. 7
Behaviors: Coaching vs. Counseling

8. 8
1. Describe the problem clearly and without blame
2. Show its negative impact
3. Take the blame if appropriate
4. Make sure the task is understood
5. Express trust and confidence
Providing Feedback

9. 9
Sample PIP

10. 10
1. Can you think of anything that you might be doing to contribute to
the problem?
2. What might you change to get a different result?
3. Do you think that you can work on these things?
4. Can I count on you to make the necessary changes?
5. What can the firm or I do to help support you in making this
change?
Gain Commitment to Change
Behavior

11. 11
Evaluation Criteria
Exceeds
• Has great potential for leadership role
in the future
• Is strong in (insert skill)
• Shows promise in client interactions
• Seeks out responsibility and follows
through
• Goes beyond the call of duty
• Is highly motivated
• Shows great flexibility
• Has background in (insert area of
expertise) that is being underutilized
• Exhibits stellar performance
• Is ready to meet with clients directly
• Constantly seeks professional
development opportunities
• Demonstrates a high level of
confidence
• Contributes frequently in meetings and
impromptu gatherings

12. 12
Evaluation Criteria
Meets
• Adapts to change well
• Works well under pressure
• Maintains a positive
attitude under stress
• Is an active listener
• Is someone that can be
depended on
• Manages time well
• Accepts responsibility
willingly
• Demonstrates effective
(insert written or verbal)
communication skills
• Takes criticism well and
learns from mistakes
• Demonstrates being a team
player
• Works well independently
• Is enthusiastic
• Shows flexibility
• Mature and responsible
• Isn’t afraid to ask questions
• Shares information clearly
and concisely
• Pays attention to details
• Demonstrates a high level
of confidence
• Identifies issues and
communications with
manager
• Has a pleasant personality
• Follows directions well
• Is highly professional and
presents well to clients
• Is conscientious about the
quality of work
• Contributes in meetings
• Gets along well with others
• Cooperates with all staff
• Is thoughtful and
considerate of others

13. 13
Evaluation Criteria
Does Not Meet
• Needs to develop a better attitude
towards (insert previous problem)
• Needs to show more interest and
enthusiasm
• Needs to demonstrate a higher degree
of independence
• Needs to strengthen their skills in
(insert area of improvement)
• Needs to improve the speed to
complete (insert type of task)
• Needs to demonstrate more of a team
player attitude
• Needs to improve on follow-through
• Needs to communicate potential client
issues more timely to job manager
• Capable of stronger performance in
(insert area of weakness)
• Needs more training in (insert area)
• Sacrifices accuracy for speed
• Shows an inaccuracy in effort in
(insert task)
• Is a poor time manager, consistently
misses deadlines
• Doesn’t listen to directions
• Cannot make decisions independently
• Has difficulty prioritizing workload
• Shows a lack of energy and/or interest
in the work

14. 14
Performance Appraisals
What is the Purpose?
• Create an established checkpoint for formal performance feedback
• Encourage the employee and manager/coach to assess and provide
feedback on performance
• Document performance progress
• Set goals for the upcoming year
• Inspire continuous improvement
• Reward and recognize employees!
Who Benefits?
• Employee, Manager/Coach, Firm/Company

15. 15
Talent Management Tool
Measures:
• Performance – technical skills, abilities and subject matter
knowledge in job-related fields
• Potential – the ability or capacity for growth and
development into a role

16. 16
9-Box Performance-Potential Matrix

17. 17
Rewards
• Create a “pay for performance” culture that is driven by goal
attainment
• Align your evaluations with appropriate rewards to best
compensate your hi-potentials
• Reward employees respectfully based on where they “plot” on
the 9-box
• Celebrate employees with salary increase, bonus and/or
promotion
• Recognize the right behaviors (core values) to continue to
motivate employees to act accordingly

18. 18
Thank You

19. 19
Contact
Laura Rohde
Managing Director of
HR Services
Skoda Minotti
lrohde@skodaminotti.com