It's fashionable to throw out the annual performance review and stop wasting the time and money involved. BUT what should you do instead? Discover the 4A's of performance management that must be retained to keep your people operating at peak performance.

1. How to ace your performance management transformation
The 4A’s of Agile Performance
Management

2. The market is sending mixed messages
2
Ratings conjure a “threat
response” in workers, or “a
sensation of danger,”
especially if they don’t get the
number they expect. And the
hangover from a bad rating
can last for months.
David Rock
NeuroLeadership Institute
At most companies, employee
performance drops by around
10% when ratings are
removed because of
breakdowns in managers'
ability to manage and a fall in
employee engagement
CEB

3. The market is sending mixed messages
3
Georgia Murch
Fixing Feedback
While face-to-face conversation is the most
common method of delivering informal
feedback, it is not the only method at your
disposal. Other feedback channels have
been shown to be just as effective as face-
to-face, including:
• E-mail
• Instant messaging
• Phone conversations
• Written notes
CEB
Method Outcome
Face to Face Ideal
Face to Face (video) Near 100% positive
Phone Highly likely to be positive
Email Highly unlikely to be positive
Text Dangerous
Snapchat/Facebook Epic Fail

4. The market is sending mixed messages
4
American Management
Association
Engagement is highest among
employees who meet with their
manager at least once per week
Gallup
The strongest leaders formally
spent on average four hours per
employee per year discussing
performance, style, and goals
compared to most
organizations’ one hour.

5. The inconvenient truth
5
One size fits one in the new era of Performance Management

6. Make room for tailoring
6
Engage people by configuring an approach to fit them

7. Limit misconfiguration with a framework
7
ALIGNMENT “Are we doing the right
things”
ASSESSMENT “Are we doing our best work”
ASSISTANCE “What would make us
stronger”
APPRECIATION "Are we valued?"

8. Choose frequencies
8
Quarterly
ALIGNMENT
Monthly ASSESSMENT
Continuous APPRECIATIONAdhoc ASSISTANCE

9. Develop calendars
9
January March
April May June
July August September
October DecemberNovember
February
Alignment - Goals
Appreciation
Assessment
Appreciation
Assessment
Appreciation
Alignment - Goals
Assessment - Development
Appreciation
Assessment
Appreciation
Alignment - Pulse
Assessment
Appreciation
Alignment - Goals
Appreciation
Assessment
Appreciation
Assessment
Appreciation
Alignment - Goals
Assessment - Development
Appreciation
Assessment
Appreciation
Alignment - Pulse
Assessment
Appreciation - Compensation

10. Pick and mix approaches & templates
10
Purpose Traditional Alternative(s)
ALIGNMENT
"Are we doing the right things?“
Cascaded Goals
KPIs
OKRs
PurposeMatching
Value/behaviourallyled
Six Question Process
ASSESSMENT
"Are we doing our best work?"
Annual360o or Manager Led
rating process + Annualor Semi-
annualEmployee Engagement
Survey
Monthly self assessment
Self requested (episodic)peer
assessment
Managerassessmentwith
Deloitte 4 questions
ASSISTANCE
"What would make us
stronger?"
Creating individualdevelopment
plans based on capability
frameworkor job family to get
‘role’ ready
Strengths based personal
developmentplans to overcome
obstacles to reaching mastery
GROW model
APPRECIATION
"Are we valued?“
Public forum hero worship CrowdsourcedFeedback
Peer Recognition
Storytelling
Thankyou‘s & Gift Certificates

11. then measure everything
11
Network Analytics
Activity Levels
Sentiment

12. and be ready to adapt
12
Fail fast and adapt with a flexible toolset that can overcome resistance
Most people start out feedback resistant.
Offering choices increases long term
success.
1. Self-requested Feedback
2. Real time peer to peer Feedback
3. Scheduled/Recurring Feedback
4. Manager requested Feedback
5. Shared team wide Feedback
6. Anonymous Feedback

13. Most of all, wow your leaders with results
13
Experts do agree that an agile performance management framework is beneficial
Providing ongoing,
not episodic,
performance
feedback can
increase employee
performance by 12%
CEB
Business units in the top
quartile of employee
engagement are 21% more
profitable, are 17% more
productive, have 10% better
customer ratings, experience
41% less absenteeism and
suffer 70% fewer safety
incidents compared with
business units in the bottom
quartile.
GALLUP
69% of employees say
they would work harder
if they felt their efforts
were better recognized
Zenger and Folkman

14. Learn more ….
14
www.paycompliment.com/xecr1r

15. Sir John Whitmore’s GROW Template
15Back

16. Deloitte’s 4 Question Template
16Back

17. Marshall Goldsmith’s Align Template
17Back

18. Thank you/ Certificate Template
18Back