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The Secret(s) to
Better Performance
Management
Future of Work Webinar Series
#PerformanceReviews
Your hosts
Charlie Judy and Jamie Notter
Performance Reviews…by the numbers
 90% are painful and ineffective.
 30% actually decrease
performance.
 51% of employ...
Leaders, managers, and
employees who are really good
at using performance
management systems are also
the ones who really ...
Performance Management Revisited
What it is… What it could/should be…
Construct
Mechanical Human
Staged and compartmentali...
Humanizing
Construct
What if we (?)…
 ditched “annual appraisals”
 got rid of timelines and deadlines
 replaced forms with bullet points
 c...
“Although it is implicitly assumed that the
ratings measure the performance of the
ratee, most of what is being measured b...
Customizing
Content
What do you need?
Driving Action
Results
Disconnecting it from Compensation
Value: Role in Success
Market Important Crucial Indispensab
le
<35th Percentile 3% 5% 8...
Thank You & Keep in touch!
www.workxo.com | @WorkXO
cjudy@workxo.com | @HRFishbowl | Chicago
jnotter@workxo.com | @JamieNo...
Webinar - The Secret to Better Performance Management
Webinar - The Secret to Better Performance Management
Webinar - The Secret to Better Performance Management
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Webinar - The Secret to Better Performance Management

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For years, both managers and employees have dreaded the annual performance review, and some large companies have recently ditched them in a high-profile way. But when all is said and done, we still want a system for making sure that top performers get rewarded, that people are growing and developing, and performance is getting better over time.

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Webinar - The Secret to Better Performance Management

  1. 1. The Secret(s) to Better Performance Management Future of Work Webinar Series
  2. 2. #PerformanceReviews
  3. 3. Your hosts Charlie Judy and Jamie Notter
  4. 4. Performance Reviews…by the numbers  90% are painful and ineffective.  30% actually decrease performance.  51% of employees believe they are inaccurate.  58% of managers think they are not an effective use of time. Source: https://www.15five.com/blog/why-are-employee-performance-reviews-so-destructive-infographic/
  5. 5. Leaders, managers, and employees who are really good at using performance management systems are also the ones who really suck at giving and receiving meaningful feedback.
  6. 6. Performance Management Revisited What it is… What it could/should be… Construct Mechanical Human Staged and compartmentalized Ongoing and multi-sourced Content One-size-fits-all Customized Contradicts your desired culture Embodies your distinct cultured Results Tied almost exclusively to compensation Tied only loosely to compensation Leads to inaction Sparks and drives evolution
  7. 7. Humanizing Construct
  8. 8. What if we (?)…  ditched “annual appraisals”  got rid of timelines and deadlines  replaced forms with bullet points  crowd-sourced  had more coffee and conversation  focused on “sound-bytes”  balanced self-initiation with accountability  didn’t worry about ratings or scores
  9. 9. “Although it is implicitly assumed that the ratings measure the performance of the ratee, most of what is being measured by the ratings is the unique rating tendencies of the rater. Thus ratings reveal more about the rater than they do about the ratee.” ~Journal of Applied Psychology
  10. 10. Customizing Content
  11. 11. What do you need?
  12. 12. Driving Action Results
  13. 13. Disconnecting it from Compensation Value: Role in Success Market Important Crucial Indispensab le <35th Percentile 3% 5% 8% 35thth - 65th Percentile 1% 3% 6% >65th Percentile 0% 1% 4% This is NOT performance!
  14. 14. Thank You & Keep in touch! www.workxo.com | @WorkXO cjudy@workxo.com | @HRFishbowl | Chicago jnotter@workxo.com | @JamieNotter | Washington D.C. karen.chen@questionpro.com | @KarenYChen | CA

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