the problems with traditional performance reviews and what to do about them
TRANSCRIPT
and what to do about it.
The problems with traditional
performance reviews
It’s no secret.When it comes to the traditional annual review process, there’s usually a long list of complaints from everyone involved.
Let's take a closer look at how to �x the problems so that everyone — HR, managers and employees — gets what they really want and need out of the process.
Human Resources
What usually happens What you really want How to get it
Proc
ess
Cont
rol
On-
time
Repo
rtin
gpe
rfor
man
cem
anag
emen
tG
oals
& m
easu
rem
ent
Repo
rtin
g
• version control• storage & sign-o�
Centralized process
The right versions with the right people in the right spot
Real-time visibility
Quick, easy, instant access to information when it's needed.
Engagement
Managers and employees focus on performance man- agement all year long
Disengagement
• Not taken seriously by managers and employees
• complaints, surprises
Clear goal setting
Every employee is accountable for SMART goals aligned to organizational goals
Great reportsCompare performance year-over-year by employee, department and company
• tracking• delays• processes
A paper-processing nightmare
Little visibility
Lack of goal setting and alignment
Can’t report on trends or use the information
Organizations with mature performance management processes
are 20X to report strongemployee results
Get to
100%
on-time completion rates for your next process
64%
of employees don’t understand their organization’s goals.
more likely
Halogen Talent View™ and reporting framework lead to better talent decisions• high and low performers• goals at risk• who’s giving and getting feedback• development plans
Halogen’s HR Control Center Easily manage processes with:• set times• reminders• workflows
One final version stored securely
Link employee and organizational goals — and consistently measure progress
HalogenTalentSpace™: • feedback notes• goal tracking• 1:1 meetingsRecorded year-round
Halogen’s on-time completion reports reveal where the bottlenecks areto improve the process
What usually happens What you really want How to get it
Human Resources
Proc
ess
Cont
rol
On-
time
Repo
rtin
gpe
rfor
man
cem
anag
emen
tG
oals
& m
easu
rem
ent
Repo
rtin
g
• version control issues
• unmanageablestorage and sign-o�
Centralized process
The right versions with the right people in the right spot
Real-time visibility
Quick, easy, instant access to information when it's needed.
Accountablity
Managers and employees focus on performance man- agement all year long
No Accountability
• Not taken seriously by managers and employees
• complaints, surprises
Clear goal setting
Every employee is accountable for SMART goals aligned to organizational goals
True insightCompare performance year-over-year by employee, department and company
• tracking• delays• other process
impacts
A paper-processing nightmare
Little visibility
Lack of goal setting and alignment
Can’t report on trends or use the information
Organizations with mature performance management processes
are 20X to report strongemployee results
Get to
100%
on-time completion rates for your next process
64%of employees
don’t understand their organization’s goals.
more likely
Halogen Talent View™ and reporting framework lead to better talent decisions• high and low performers• goals at risk• who’s giving and getting feedback• development plans
Halogen’s HR Control Center Easily manage processes with:• set times• reminders• workflows
One final version stored securely
Link employee and organizational goals — and consistently measure progress
HalogenTalentSpace™: • feedback notes• goal tracking• 1:1 meetingsRecorded year-round
Halogen’s on-time completion reports reveal where the bottlenecks areto improve the process
What usually happens What you really want How to get it
The problems with traditional performance reviews
and what to do about it.
It’s no secret. When it comes to the traditional annual review process, there’susually a long list of complaints from everyone involved. Let's take a closer look at how to �x the problems so you get what they really want out of the process.
Painstaking
HR process takes too much time
Tough Conversations
Ratings
• Not sure how to use ratings• "Halo/horns" effect• Recency effect
What’s the point?
Don’t know if development plans do any good
Simplicity
Easily accessible performance information
Meaningful feedback
Shared all year long
Easy-to-understand ratings
How to differentiate good versus great performance
It’s working
Managers can measure performance changes over time
Qui
ck a
nd e
asy
Gre
at fe
edba
ckCl
arit
yD
evel
opm
ent
Halogen centralizes feedback, goal info and development activities so managers can write reviews quickly
Halogen includes development tips and plans to improve performance
Clear descriptions, a history of performance data and scoring instructions within Halogen, help managers easily substantiate ratings
Halogen has a record of feedback for every employee, plus comment help and coaching tips to improve deliveryManagers giving little or
no feedback to their workers
98%
Organizations with strong learning and development are
58% succeed at developing the skills needed for meeting future customer demand
of them
more likely to
fail to engage
What you really want How to get itWhat usually happens
Managers
and what to do about it.
The problems with traditional performance reviews
It’s no secret. When it comes to the traditional annual review process, there’susually a long list of complaints from everyone involved. Let's take a closer look at how to �x the problems so you get what they really want out of the process.
Employees
What you really want How to get itWhat usually happens
Invo
lvem
ent
No
Surp
rise
sSM
ART
Goa
lsD
evel
opm
ent
Halogen Feedback Central™ andHalogen 360 Multirater™ give employees the ability to get feedback from inside and outside the organization: peers, suppliers and customers
With Halogen TalentSpace™, you can see where you need to improve and enroll in development activities to enhance skills
Review, revise and update goals all year long with Halogen Performance™
With Halogen 1:1 Exchange™, discussions about goals, performance and development = no surprises
Organizations that regularly revisit their goals
dramatically outperformthose that create annual cascading-goal programs.*
A voice
Employees are invested in their performance assessment and know their opinion counts
No say
Workers feel they have no say in the process
Subjective ratings
Anticipation + fear + surprise = judgment
Goals?
Goals are set in January but are immediately forgotten
So what now?
Employees don't feel like the information is actionable
Objective ratings
Coaching + development = fair evaluation
Achievement
Feel connected and accountable for personal achievements
Ownership
The focus is on continuous improvement and ongoing development
* Strategic HR and Talent Management: Predictions for 2012
and what to do about it.
The problems with traditional performance reviews
It’s no secret. When it comes to the traditional annual review process, there’susually a long list of complaints from everyone involved. Let's take a closer look at how to �x the problems so you get what they really want out of the process.
Performance appraisal checklists
Employee feedback and coaching templates
Center of excellence on performance management processes
eBook: Employee performance management: A step-by-step guide to best practices
Here are some additional resources to help you transform traditional annual performance reviews from a painful cycle into a meaningful, ongoing process that yields the results we all want.
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Additional resources
and what to do about it.
The problems with traditional performance reviews
Questions? Contact us!North AmericaToll-free: 1 866 566 7778 Direct: +1 613 270 2011 [email protected] www.halogensoftware.com
Europe, Middle East, AfricaUK Freephone: 0800 587 4020 NA Direct: +1 613 270 1011 [email protected] www.halogensoftware.co.uk
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