The days when you think about performance management as a way to get more out of employees are over. Now it’s about helping people be their best every day. Organizations are moving to a more collaborative process between people and their managers that builds success for individuals, teams and the organization. Great performance management programs include best practices to ensure employees get the direction, feedback and support they need. But how do you get started? This webinar will give you a step-by-step overview of how to build a program people will love that benefits your organization, too. Janice and Jennifer will walk you through the three phases of planning: Getting support: How to build a case for performance management Designing the process: Layout how your program works to suit your organization’s needs Implementing the program: Plan how to roll it out to your organization All of this is only possible through conversations and feedback from managers, peers and others in the organization. Managers play a key role by having regular check-ins to discuss needs, expectations and barriers to progress. These conversations give the employee the chance to better understand their role within the big picture of what the organization is working to do and how their role contributes to achieving those goals. Having a two-way exchange of information builds trust, connection and acceptance, making it possible for managers to have better relationships with the people they’re leading. And when people feel valued for their contribution, they’ll be more engaged and productive.

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Frequently
Asked
Ques0ons

4. ©
2017
Halogen
So/ware
Inc.
How
to
build
a
program
that
people
won’t
hate
PERFORMANCE
MANAGEMENT

5. ©
2017
Halogen
So/ware
Inc.
INTRODUCTIONS
Product
MarkeAng
Manager
Talent
Management
Consultant
Enablement
Program
Manager
Janice
McNulty
Jennifer
Haineault
Julie
Harrison

6. ©
2017
Halogen
So/ware
Inc.
THE
INSPIRATION
1
2
3
4
5
Why
change?
The
first
thing
you
need
to
do
GeOng
started
with
program
design
Rolling
out
a
new
program
Q&A

7. ©
2017
Halogen
So/ware
Inc.
AGENDA
1
2
3
4
Why
change?
The
first
thing
you
need
to
do
GeOng
started
with
program
design
Rolling
out
the
program
Q&A

8. ©
2017
Halogen
So/ware
Inc.
PEOPLE
AND
THEIR
EXPECTATIONS
OF
WORK
ARE
CHANGING
AND
IT’S
HAPPENING
FAST

9. ©
2017
Halogen
So/ware
Inc.
THE
WORKPLACE
IS
CHANGING
Every
aspect
of
an
employee’s
work
life
is
experiencing
profound
change
Dealing
with
mulAple
generaAons,
cultures,
geographies
Growing
use
of
conAngent
workforces
IneffecAve
collaboraAon
–
leading
to
burnout
of
“extra-­‐milers”1
1
Source:
HBR,
Collabora7ve
Overload,
January
2016

10. ©
2017
Halogen
So/ware
Inc.
EMPLOYEE
SATISFACTION?
32%
28%
64%
Source:
Mercer
Source:
Wakefield
Research
Source:
Bersin
by
DeloiHe
2015
Employees
consider
their
employment
a
job
rather
than
a
career
Employees
have
leh
annual
reviews
intending
to
look
for
a
new
job
Employees
would
like
more
focus
on
development

11. ©
2017
Halogen
So/ware
Inc.
PEOPLE
WANT
MORE
FROM
WORK
#shihhappens

12. ©
2017
Halogen
So/ware
Inc.
EMPLOYEES
WANT
TO
FEEL
VALUED
ACCEPTED
FULFILLED
CONNECTED

13. ©
2017
Halogen
So/ware
Inc.
GREAT
ORGANIZATIONS
ARE
EVOLVING
WHY
IS
THERE
BACKLASH
AGAINST
ANNUAL
REVIEWS?

14. ©
2017
Halogen
So/ware
Inc.
“IF
A
GPS
WAITED
UNTIL
YOU
GOT
TO
THE
DESTINATION
TO
TELL
YOU
THAT
YOU
TOOK
THE
WRONG
TURN,
YOU
WOULD
NEVER
GET
WHERE
YOU
WANTED
TO
GO.”
–
Rob
Ollander-­‐Krane,
Director
of
Talent
and
Performance
Focus
is
regular
conversaAons
and
real-­‐Ame
feedback
Regular
feedback
helps
people
re-­‐calculate
and
stay
aligned
The
Gap

15. ©
2017
Halogen
So/ware
Inc.
PERFORMANCE
IS
PART
OF
DAY-­‐TO-­‐DAY
WORK
THE
MOST
INNOVATIVE
TEAMS
ARE
EVOLVING
EVERY
DAY,
NOT
ONCE
A
YEAR
–
Donna
Wiederkehr

16. ©
2017
Halogen
So/ware
Inc.
FOCUS
ON
THE
WHOLE
PERSON,
ALL
YEAR
CONVERSATIONS
DEVELOPMENT
RECOGNITION
FEEDBACK
GOALS

17. ©
2017
Halogen
So/ware
Inc.
AUDIENCE
POLL
If
people
hate
performance
reviews,
why
do
you
think
that
is?
• The
raAngs
make
people
feel
bad
• They
take
a
long
Ame
to
complete
and
people
are
already
busy
• Managers
are
uncomfortable
addressing
performance
issues
• People
don’t
see
the
point
• More
than
one
of
the
above
• Other:
__{use
the
chat
to
let
us
know!}____

18. The
first
thing
you
need
to
do

19. ©
2017
Halogen
So/ware
Inc.
4
STEPS
FOR
BUILDING
SUPPORT

20. ©
2017
Halogen
So/ware
Inc.
IDENTIFY
AUDIENCES
1

21. ©
2017
Halogen
So/ware
Inc.
AUDIENCE
GROUPS
• Who
are
your
audience
groups?
• How
will
they
be
impacted?
• Do
they
need
new
skills
or
capabiliAes?

22. ©
2017
Halogen
So/ware
Inc.
IDENTIFY
BARRIERS
2

23. ©
2017
Halogen
So/ware
Inc.
BARRIER
BUSTING!
• Why
might
they
object
to
a
change
in
your
performance
program?
• What
is
at
the
root
of
this
objecAon?
• How
can
you
respond?

24. ©
2017
Halogen
So/ware
Inc.
IDENTIFY
CHAMPIONS
3

25. ©
2017
Halogen
So/ware
Inc.
CHAMPIONS
• Do
you
have
a
champion
per
group?
• How
can
they
help?
• What
support
can
you
give
them
so
they
can
help?

26. ©
2017
Halogen
So/ware
Inc.
BUILD
A
COMMUNICATIONS
PLAN
4

27. ©
2017
Halogen
So/ware
Inc.
• What
key
messages
do
you
need
to
prepare?
• What
is
the
best
way
to
get
these
messages
out?
• Will
you
need
help?
CONSCIOUSLY
COMMUNICATE

28. ©
2017
Halogen
So/ware
Inc.
HELPING
HAND?
hqp://www.halogensohware.com/learn/forms-­‐and-­‐
templates/change-­‐management-­‐plan-­‐template

29. ©
2017
Halogen
So/ware
Inc.
AUDIENCE
POLL
Your
current
design
can
be
best
described
as
…
• No
formal
performance
management
process
• A
once-­‐a-­‐year
paper-­‐based
annual
review
process
• A
once-­‐a-­‐year
electronic/automated
annual
review
process
• A
cycle
that
includes
annual,
mid-­‐year,
and
others
• Other:
____{use
the
chat
to
let
us
know!}_________

30. Designing
your
program

31. ©
2017
Halogen
So/ware
Inc.
DESIGNING
YOUR
PROGRAM
1
2
3
4
WHO:
SelecAng
your
project
team
WHAT:
Defining
your
program
elements
WHEN:
How
the
cycle
will
run
HOW:
ImplementaAon
consideraAons

32. ©
2017
Halogen
So/ware
Inc.
SELECTING
YOUR
PROJECT
TEAM
• Core
team
of
people
responsible
for
the
tacAcal
implementaAon
+
a
steering
commiqee
who
guide
the
process,
provide
input
and
approve
decisions
• Include
key
members
of
your
HR
team
and
a
representaAve
selecAon
of
execuAves,
directors,
managers,
employees,
and
outside
consultants

33. ©
2017
Halogen
So/ware
Inc.
Competencies
versus
Goals

34. ©
2017
Halogen
So/ware
Inc.
INPUTS
INTO
PERFORMANCE
• ObservaAons
• Outcomes
• Feedback

35. ©
2017
Halogen
So/ware
Inc.
YOUR
PROGRAM
• Engage
• Empower
• Impact

36. ©
2017
Halogen
So/ware
Inc.
WHAT
YOU
WILL
INCLUDE?
• Goal
SeOng
• Interim
or
Quarterly
Reviews
• Project
Reviews
• Performance
Review
• Stay
Interviews
• Engagement
Surveys

37. ©
2017
Halogen
So/ware
Inc.
HOW
WILL
YOU
GATHER
DATA?
• Manager
reviews
• Employee
self-­‐appraisals
• 360
degree,
mulA-­‐rater
assessments
• Project
reviews
• Development
plans

38. ©
2017
Halogen
So/ware
Inc.
Map
it
out!

39. ©
2017
Halogen
So/ware
Inc.
SEE
THE
BIG
PICTURE

40. ©
2017
Halogen
So/ware
Inc.
HOW
WILL
YOU
EXECUTE?
• Resources
• Time
• Data
• Training

41. ©
2017
Halogen
So/ware
Inc.
DESIGNING
YOUR
TRAINING
The
what
&
the
how
• WriAng
SMART
goals
• Giving
effecAve
feedback
• Coaching
employees
• SupporAng
employee
development
• Preparing
for
performance
reviews
• Etc.
The
delivery
• Leader-­‐led
classroom
• Leader-­‐led
webinar
• Web-­‐based
training
• E-­‐learning
• Video
• Job
aids
• Etc.

42. Rolling
out
your
program

43. ©
2017
Halogen
So/ware
Inc.
Work
with
your
project
team
to
build
a
solid
communicaAons
plan.

44. ©
2017
Halogen
So/ware
Inc.
LATHER
RINSE
REPEAT

45. ©
2017
Halogen
So/ware
Inc.
MEASURE
&
EVALUATE
• How
did
it
go?
• What
did
you
get
out
of
it?
• How
can
you
improve
it
for
the
next
cycle?

46. ©
2017
Halogen
So/ware
Inc.
A
PROGRAM
PEOPLE
WON’T
HATE?
• Streamline
and
automate
wherever
possible
•
Normalize
feedback
through
frequency
(i.e.
not
once
a
year)
•
Invest
in
your
managers
through
training
and
coaching
•
Involve
managers
and
employees
in
the
process
re-­‐design
•
Maintain
ongoing,
transparent
communicaAons
•
Share
results:
the
good
and
the
not-­‐so-­‐good

47. ©
2017
Halogen
So/ware
Inc.
AUDIENCE
POLL
Would
you
like
to
learn
more
about
how
Halogen’s
sohware
and
services
can
help
you
take
the
right
next
step?
• Yes
• No

48. ©
2017
Halogen
So/ware
Inc.
QUESTION
&
ANSWER
Talent
Management
Consultant
Enablement
Program
Manager
Janice
McNulty
Jennifer
Haineault

49. ©
2017
Halogen
So/ware
Inc.
“NEVER
PROTECT
YOUR
PAST.”
–
Ginni
Romeqy,
CEO
Agile
goal
seOng
and
increased
feedback
More
relevant
performance
conversaAons
IBM

50. LET
US
HELP
YOU
TAKE
THE
RIGHT
NEXT
STEP
www.halogensohware.com

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