so you've thrown out annual performance reviews - now what?
TRANSCRIPT
How to ace your performance management transformation
The 4A’s of Agile Performance Management
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
The market is sending mixed messages
3
Georgia MurchFixing 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
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.
The inconvenient truth
5
One size fits one in the new era of Performance Management
Make room for tailoring
6
Engage people by configuring an approach to fit them
Limit misconfiguration with a framework
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ALIGNMENT “Are we doing the right things”
ASSESSMENT “Are we doing our best work”
ASSISTANCE “What would make us stronger”
APPRECIATION "Are we valued?"
Choose frequencies
8
Quarterly ALIGNMENT
Monthly ASSESSMENT
Continuous APPRECIATIONAdhoc ASSISTANCE
Develop calendars
9
January March
April May June
July August September
October DecemberNovember
February
Alignment - Goals
AppreciationAssessmentAppreciation
AssessmentAppreciation
Alignment - GoalsAssessment - DevelopmentAppreciation
AssessmentAppreciation
Alignment - PulseAssessmentAppreciation
Alignment - Goals
AppreciationAssessmentAppreciation
AssessmentAppreciation
Alignment - GoalsAssessment - DevelopmentAppreciation
AssessmentAppreciation
Alignment - PulseAssessmentAppreciation - Compensation
Pick and mix approaches & templates
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Purpose Traditional Alternative(s)
ALIGNMENT
"Are we doing the right things?“
Cascaded GoalsKPIsOKRs
Purpose MatchingValue/behaviourally led
Six Question Process
ASSESSMENT
"Are we doing our best work?"
Annual 360o or Manager Led rating process + Annual or Semi-annual Employee Engagement Survey
Monthly self assessment
Self requested (episodic) peer assessment
Manager assessment with Deloitte 4 questions
ASSISTANCE
"What would make us stronger?"
Creating individual development plans based on capability framework or job family to get ‘role’ ready
Strengths based personal development plans to overcome obstacles to reaching mastery
GROW model
APPRECIATION
"Are we valued?“
Public forum hero worship Crowdsourced Feedback Peer RecognitionStorytelling
Thank you‘s & Gift Certificates
then measure everything
11
Network Analytics
Activity Levels
Sentiment
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 Feedback2. Real time peer to peer Feedback3. Scheduled/Recurring Feedback4. Manager requested Feedback5. Shared team wide Feedback6. Anonymous Feedback
Most of all, wow your leaders with results
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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
Learn more ….
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www.paycompliment.com/xecr1r
Sir John Whitmore’s GROW Template
15Back
Deloitte’s 4 Question Template
16Back
Marshall Goldsmith’s Align Template
17Back
Thank you/ Certificate Template
18Back