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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