consulting

KATIE REYNOLDSON, ALYSSA GRADUS,

VERONICA PASSARELLI, TIM BURGOYNE, ELENA AUER

Agenda Purpose: to develop a Performance Management system that◦ Promotes growth and development

◦ Links to merit based compensation

◦ Incorporates continuous performance evaluation, and

◦ Promotes the overall success of Workify

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Failure of Traditional PM SystemsFormal Annual Review◦ Managers rate employee performance

Criticized for providing inaccurate performance ratings

Focus on ratings, rather than development

Unsuccessful in predicting performance

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Goal Setting and FeedbackChallenging, specific, and meaningful goals◦ Organizational

◦ Individual

Leadership◦ Feedback

Integrate with Workify HR systems

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The systemDashboard◦ Team member◦ Manager

Meetings◦ Weekly◦ Quarterly◦ Annually

Developing Goals◦ Performance goals◦ Core value goals

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Weekly Developmental Meetings

Informal conversations between managers and team members to:◦ Assess progress of current goals

◦ Develop new performance and core value goals

◦ Provide feedback on current performance

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Quarterly ReportPerformance considerations:◦ Progress made on performance-based goals throughout quarter

◦ Difficulty of performance-based goals

◦ Progress on performance-based goals compared to other employees

◦ Difficulty of performance-based goals compared to other employees

Core values:◦ The extent to which they embodied core values this quarter

Qualitative Review

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Annual ReportComplete final quarterly report

Aggregation of four quarterly reports◦ manager ratings ◦ percentage and number of

completed goals◦ average time frame for goal

completion◦ qualitative review

Brief qualitative summary of team member performance over the year

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Implementation/Change Management

Resistance Buy In

Communication

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Implementation/Change ManagementCommunication Strategies to obtain Buy in

Obtain buy-in to new PM starting with senior management ◦ Meet with department head

◦ Provide rational for new PM system

Meeting with Managers where Department Head is present

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Implementation/Change ManagementTraining Managers◦ Transformational leadership

◦ LMX

◦ Goal Setting

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Cross-Cultural ConsiderationsCross-cultural analysis -findings:◦ Intrinsic motivation is cross-culturally valid◦ Need for competence◦ Need for relatedness◦ Need for autonomy

◦ Transformational Leadership◦ Characteristics (e.g., visionary, courageous) ◦ Attributes (e.g., participative, team builder)◦ strongly endorsed universally◦ across 62 countries

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In Conclusion

informal(weekly) Quarterly Formal(annual)

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Questions?

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