Talent Talk Webinar Performance Management Retention
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Talent Talk Webinar Performance Management Retention
- 1. Hosted By: Ian Alexander Vice President Marketing Cytiva Software Inc. “ Performance Management in an Opportunistic Economy”
- 2. Ask Questions Enter Question Press Send
- 8. “ Performance Management in an Opportunistic Economy”
- 9. “ Performance Management in an Opportunistic Economy” It’s got a motor, right?!
Editor's Notes
- So as much as things have changed, they’ve stayed the same. Except now, much of the inefficiency is being driven by vendors and clients trying to solve a lot of problems at once. Make no mistake, EPM is the key enabler for a number of extremely high value talent functions. All of these functions can be made much more valuable with an EFFECTIVE EPM system.
- Start small and roll out in phases. As much as your vendor may be telling you to think big, Transforming the performance management process touches nearly every aspect of the organization and can take years to accomplish. Introducing too much, too quickly can overwhelm your employees. And that translates into in limited user adoption and widespread resistance. To ensure initial roll out efforts take root in the organization, HR should: • Prepare the organization to roll out functionality in phases which can be monitored and adjusted. and expect the full solution implementation to take months, not weeks. o Phase I – Introduce automated goal planning and alignment and introduce the concept of year-round performance tracking to a pilot group o Phase II – Roll out performance review writing tools to a pilot group o Phase III – Expand implementation beyond the pilot group o Phase IV – Introduce new features, performance dashboards, succession/workforce planning, etc. • On the subject of pilot groups, Choose a pilot group with a well disciplined, motivated leader that understands the value of performance management. Someone who can be a champion for the system for other business leaders. This can dramatically increase your odds for success. • Focus your initial efforts on a few key outcomes (i.e., reviews completed on time, or all employees receiving a review) and measure results in those areas before expanding feature implementation or rolling out to the enterprise. Avoid rolling out the initial system with dozens of options and features. They can end up being discounted or even ignored by users because you haven’t established their value and they end up being just more complexity for inexperienced users.
- Start small and roll out in phases. As much as your vendor may be telling you to think big, Transforming the performance management process touches nearly every aspect of the organization and can take years to accomplish. Introducing too much, too quickly can overwhelm your employees. And that translates into in limited user adoption and widespread resistance. To ensure initial roll out efforts take root in the organization, HR should: • Prepare the organization to roll out functionality in phases which can be monitored and adjusted. and expect the full solution implementation to take months, not weeks. o Phase I – Introduce automated goal planning and alignment and introduce the concept of year-round performance tracking to a pilot group o Phase II – Roll out performance review writing tools to a pilot group o Phase III – Expand implementation beyond the pilot group o Phase IV – Introduce new features, performance dashboards, succession/workforce planning, etc. • On the subject of pilot groups, Choose a pilot group with a well disciplined, motivated leader that understands the value of performance management. Someone who can be a champion for the system for other business leaders. This can dramatically increase your odds for success. • Focus your initial efforts on a few key outcomes (i.e., reviews completed on time, or all employees receiving a review) and measure results in those areas before expanding feature implementation or rolling out to the enterprise. Avoid rolling out the initial system with dozens of options and features. They can end up being discounted or even ignored by users because you haven’t established their value and they end up being just more complexity for inexperienced users.