June 4, 2015

Connecting the Dots to Effective Performance Feedback

Perception Place

• People see what they want to see

• Some see themselves realistically, with strengths and weaknesses

• Some never see themselves as others see them; perceive only weaknesses

• Some are just the opposite – “I walk on water!”

• Honest feedback provides an accurate reflection

Click “spacebar” to advance slide

Conversation Court

• What lessons have we learned from prior evaluation sessions?

• How can we use this performance feedback to support the next coaching session?

• What can we do to make performance feedback a truly collaborative effort?

Click “spacebar” to advance slide

Feedback Avenue

How can we apply lessons learned from previous experiences?

• Make sure our people know their job descriptions.

• Explain there is no self-rating.

• Avoid terms like “average.”

• Remove preconceived notions of where to start on the rating scale.

• Honest feedback ensures the process works.

FEEDBA

CK

Click “spacebar” to advance slide

How can we use this feedback tool to improve our coaching sessions?• We’re growing and evolving our coaching

culture – there’s plenty of room to effectively improve individual performance.

• Tie individual performance goals to the departmental goals that contribute to the institutional Mission and Vision.

• Encourage team members to ask how they can contribute.

• Identify individual strengths and opportunities for improvement to incorporate in future coaching sessions.

• Whether formal or informal, it’s important each team member understands when they are being coached and why.

FEEDBA

CK

Click “spacebar” to advance slide

How can we make this a more collaborative process?

• Communicate, communicate, communicate! Share information!

• Create an environment for open dialogue.

• Ask for team member input for: • Values Assessment (Sections III) • Team Member Development (Section

IV) • Performance Goals FY16 (Section V)

• Encourage direct reports to be comfortable, frank, open and candid about what’s right as well as wrong.

FEEDBA

CK

Click “spacebar” to advance slide

Two important final points:

1. The feedback form isn’t linked to compensation. Raises will result from upcoming budget planning and be based on multiple factors.

2. The only part of the feedback form that receives any numerical rating is Performance Evaluation (Section VI). Ratings will be whole numbers – 1,2,3 or 4 – based on overall rating of job performance.

FEEDBA

CK

Click “spacebar” to advance slide

Coming up:

Thursday, July 2, 2015

“Practicing Accountability:Responsibility and

Authority"

Have a SUPER day!