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Your first performance review as a boss
This document provides guidance for conducting employee performance reviews. It outlines how to prepare for the review meeting by considering the employee's performance requirements, conditions, efforts, and accomplishments. It also discusses how to structure the meeting by setting an agenda, presenting performance information and feedback, discussing the performance rating, and putting together an action plan. The key aspects of an effective review meeting are presenting factual information, focusing on performance not personal issues, engaging the employee in discussion, and gaining their acceptance of the review outcome.
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Your first performance review as a boss
- 1. I F YO U A R E T H E B O S S Your first performance review
- 2. The Review Outcome Newspapers predict hiring activity will increase by 25% to 40% in 2015 3 out of 4 employees are already on the look out now. Your review will decide your team member’s and your fortune.
- 3. How to …… Prepare for the meeting ? Conduct the meeting ? Get reviewee’s attention ? Set an agenda ? Present information ? Discuss feedback ? Gain acceptance ?
- 4. W H AT Y O U N E E D T O D O B E F O R E T H E A P P R A I S A L M E E T I N G Meeting PREPARATION
- 5. Preparing for themeeting Think about the reviewee as a valuable team member - irrespective of performance metric What were the performance requirements ? What were the performance conditions ? Your recollection of outstanding efforts ? Your recollection of major performance gaps ? Do complete the paper work
- 6. About Performance Requirement Performance expectationsin Metrics Actual Performance in Metrics Qualitative Standard of Performance expected Qualitative Standard of Performanc e Achieved KPI’S e.g., Sales Revenue Target Collection target New client acquisition Repeat Sales IN % AGE METRICS THAT PREDICT KPI’S Sales forecast accuracy Call Activity per month Pipeline base value Prospect to order ration. IN % AGE Major breakthrough targeted Major Breakthrough achieved Complex problem resolution expectation Complex problems resolved
- 7.
- 8. Results to efforts HOWACHIEVEDErratic Consistent RESULTS LowHigh High PerformerWindfall Gainer Laggard Choked Performer
- 9. Creativity Problem Solving Results Drive SelfDiscipline and Action People and teams Role Ownership H I N D E R I N G H E L P I N G H I N D E R I N G H E L P I N G Memorable incidents of Performance
- 10. What are thesuccess requirements ATTRIBUTE LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 Knowledge Basic Acceptable Proficient Expert Skill Learner Can Use Can Teach Can Inspect Behaviour Individualistic Self centered Collaborative Cooperative Challenge Avoids Accepts with reluctance Looks forward Enthused by challenges Accountable Indifferent Conditional Self accountable Owns the role Make a picture of the team member marking the current position
- 11. What will helpthe employee to succeed? What is the employees latent potential ? How is this potential best realized ? What condition can bring out this potential ? What is diffusing this capability today ?
- 12. Why should youdo your homework ? Your team member expects fairness. Your team member expects career guidance. Your team member expects motivating discussion. Your team member expects demonstration of your interest and support. Your specific feedback will establish trust.
- 13. YOUR OPPORTUNITY TO SWINGSCALES Holding the meeting
- 14. Getting started Be punctual Greetwith warmth Sit at an angle Avoid interruption
- 15. Getting reviewees attention Startwith a stress buster – Pleasantries Zoom in on a specific interest hobby etc., till ice is broken. Express your sincere interest in the employee Do set a cordial tone and maintain warmth.
- 16. Set the Agenda Hereis what we are set to do. •Review your performance •What’s going well and what can Improve •Your career aspirations •Opportunities for improvement •Performance rating - what and why •Some next steps. I estimate that this will take us about an hour Would you like to add anything ? Sounds Good ! Can we discuss the Company policy on Compensation
- 17. Use data– in relative terms % age achievement Clarify expectations and benchmark levels. Use quadrants to show relationship e.g .,efforts to results Apply analytics Discuss insights x Start asking questions from the word “go” x Enter into argument x Stop listening x Falsify information. x Mis-interpret data x Display lack of understanding Presenting Information
- 18. Begin withpositive’s Discuss“what “ and “how” of performance. Show evidence and actual observation Focus on issue –not person Ask reflective questions Talk of actions. x Accuse x Sit in as a judge x Hear to confirm – Listen. x Use references of others who are not present. x Criticize and condemn x Talk without facts and evidence x Sound manipulative Feedback Conversation
- 19. Discussing Rating Explainperformance context and expectations Use homework – performance conditions - Result to effort analysis - Success requirement Percentage of people meeting, exceeding, falling short and wide misses in a histogram. Rationale of all the above and justification of rating Confirm acceptance from the reviewee. ( Please be as true as possible)
- 20. Putting it together AM J J A S O N D J F M Key Performance Metric Performance Enabler Metric 1 Performance Enabler Metric 2 Strength Weakness Opportunity Threat Performance Action By Whom When 1 2 3 4 5 Target Target Target
- 21. Winding up thediscussion Thank the reviewee for participation Seek feedback on the process conducted Check for satisfaction with engagement and outcome of the discussion Document next steps Conclude by agreeing on follow through actions. Complete documentation process as per HR.
- 22. Thank you forreviewing Please contact Sid Bhattacharjee Phone +919960595489 Email : Sid.Bhattacharjee@gmail.com https://in.linkedin.com/in/siddharthabhattacharjee