The document discusses the shift from traditional performance appraisals to a collaborative performance improvement model driven by empowerment and coaching. It emphasizes the importance of managers supporting employees in setting and achieving personal goals through regular coaching meetings, fostering a safe environment for open communication about challenges. This approach aims to enhance engagement, encourage accountability, and ultimately drive better business results.

1. Shifting from Appraisal to Performance ImprovementManager Mindset ShiftingBusiness Success CoachDonna PriceCompass Rose Consulting

2. When managers shift their mindset from a top down performance appraisal to an empowered performance improvement plan the results are solid business results.

3. Performance appraisals come with a certain mindset.

4. MindsetOften it is one of talking about what didn’t go well, where there needs to be improvement and often are used as a strategy for firing employees.

5. Shift From Telling to CollaboratingBut what would happen if the mind shift went from telling to collaborating, from planning for success instead of fixing “bad” behavior and one of empowerment and mastery.

6. Become a Master of ResultsIt works to shift the mindset of the manager or supervisor to one of empowering employees to become masters of their results, in charge of their own plan and their success.

7. Coaching/Collaboration. It also shifts from a “telling” and top down management style to one of coaching and collaborationThere are several steps to take in making the shift.

8. Empowered StaffStaff are empowered to set goals, take action and in collaboration with the manager. Now, this doesn’t mean that managers are involved and can’t say no to new ideas. It’s not an open season on making changes.

9. Manager ExpectationsManagers set out their expectations for staff and then staffs establish their plan to meet expectations and exceed them—in essence their performance success plan

10. Autonomous PlansWhen staffs create a well-rounded plan with their manager then managers learn more about the staff, their vision, their personal goals and desires.

11. Golden NuggetsThis information is invaluable to the manager.

12. A Coaching EnvironmentAllows for more engagement with the employee.

13. InsightsIt can also provide insights into employee’s personal desires that are helpful to the manager in providing needed supports.

14. Regular CoachingMeetings occur at least monthly and perhaps more frequently.

15. Performance Success PlanThe performance success plan is the center of the meeting. It keeps the plan alive and moving forward and keeps the focus on the top priority goals.

16. Manager as CoachThe manager uses coaching skills to work with the employee

17. Safe EnvironmentChallenges are easily shared because a safe environment has been developed. This allows the employee to share what their challenges are and receive feedback from the manager.

18. Disservice…So often during appraisals goals are set and then never talked about until the following year’s appraisal. This is a disservice to employees and to the company.

19. SharingEmployees have to no opportunity to share what road blocks or obstacles they are facing. Managers have no opportunity to give feedback, share resources, ideas, or revise goals. These actions are what make goals achievable.

20. Score GoalsThroughout the year the monthly coaching review of the plan and scoring of goals keeps the employee on track and the plan on track.

21. Empower SuccessIt empowers employees to succeed, and empowers managers to support their staff in success.

22. Take Action TodayLearn More About the Performance Improvement System:www.PerformanceImprovementSystem.comBusiness Success CoachDonna PriceCompass Rose Consulting, LLC