Marco Calzolari @marcocalzolari @agilereloaded

ORGANIZATIONAL INTELLIGENCE

VENEZIA, IT – Sep 16, 2017

PEOPLE PERFORMANCE ANDPEOPLE POTENTIAL: HOW TO QUANTIFY THE NON-MEASURABLE

2

The way in which someone or something functions.

— The American Heritage Dictionary of the English Language

PERFORMANCE

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PERFORMANCE APPRAISAL

… a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.

— Wikipedia

4The Annual Performance Appraisal System

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_Photo by Jeremy Bishop on Unsplash_

CREATING ADDING VALUE

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SOLVING PROBLEMSAVOIDING RISKS

INSPECT AND CONTROL

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_Photo by Patryk Grądys on Unsplash_

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Rules of conduct

Policy manuals

Time clocks and leave approvals

Award and incentive pay

Suggestion programs

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_Photo by roya ann miller on Unsplash_

14Human nature generally answers external coercion with a countercoercion. It seeks its satisfaction not in rewards for obedience and docility, but aims to prove that its own means of power are stronger.

— Alfred Adler — The Individual Psychology of Alfred Adler, 1964

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_Photo by Mayowa Koleosho on Unsplash_

More control

๏ Mandatory

๏ Documented

๏ Administered by Management

๏ Holds people accountabile for past goals

๏ Requires signature

๏ Is tied to decision about pay, advancement, promotion, layoff

Decisions 17

๏ Developing employees

๏ Goals setting and motivating

๏ Learning through feedback

๏ Rewarding the best

๏ Addressing the week

๏ Identify Talent

๏ Determining internal suitability

_Photo by Victoria Heath on Unsplash_

Questions 18

๏ How am I doing?

๏ How do I compare to others?

๏ Am I promotable?

๏ Where I will be if the downsizing comes?

๏ Where I will be if the company grows?

_Photo by Bench Accounting on Unsplash_

A performance appraisal is about believing that others hold the secret to your own worth. — Dick Richards— Artful Work

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_Photo by Jay Wennington on Unsplash_

_I Love Lucy - Job Switching (1952) __https://www.youtube.com/watch?v=8NPzLBSBzPI _

WORLD OF WORK IT’S EVOLVING

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_Photo by Clint Adair on Unsplash_

We live our lives in web of interdependence and yet we keep telling ourselves that we are independent.

— Peter Scholtes —

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24Employees’ risks are hidden. …small variations make them adapt and change continuously by learning from the environment and being, sort of, continuously under pressure to be fit.

— Nassim N. Taleb — Antifragile: Things That Gain from Disorder

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_Photo by Crew on Unsplash_

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_Photo by Jesus Hilario H. on Unsplash_

Improving the individual’s performance will improve the performance of the system

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94%Belongs to the system

(responsibility of management)

6% Special

– W. Edwards Deming Out of the crisis:

Assumption:

It is possible to adequately distinguish and individual’s performance from the situational constraints (the system)

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X + (YX) = individual performance outcome

X = the contribution of the individual,Y = the effect of the system

– W. Edwards Deming The New Economics

Assumption:

Supervisors and raters are fair, objective, and unbiased.

29Assumption:

Employees’ performance follow a normal distribution curve.

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_ The Myth Of The Bell Curve: Look For The Hyper-Performers - http://bit.ly/2f2QFVY _

Assumption:

Rating and ranking are effective motivational and coaching tools.

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0

25

50

75

100

PERCEIVED RATED

_Leanne E. Atwater, “The Advantages and Pitfalls of Self-Assessment In Organizations” (1998)_

Assumption:

Rating and ranking are effective motivational and coaching tools.

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0

25

50

75

100

PERCEIVED RATED

_Jone L. Pearce and Lyman W. Porter, “Employee Responses to Formal Appraisal Feedback” (1986)_

Assumption:

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Evaluation or Judgement?

The role of judge and the role of counsellor are incompatible.

— Douglas McGregor— The Human Side of Enterprise 1960

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Positive feedback Occurs when one is told he has done something well or correctly

Negative feedback (not criticism) It’s conveying information that something was done incorrectly or inadequately

feedback

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feedbackPositive feedback Occurs when one is told he has done something well or correctly

Negative feedback (not criticism) It’s conveying information that something was done incorrectly or inadequately

_Photo by Ray Hennessy on Unsplash_

There’s feedback all around you – if you pay attention. If you’re not getting enough feedback, ask for it.

— Anne Saunier — (Fast Company)

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_Photo by Ray Hennessy on Unsplash_

40Effective Feedback๏ Credible source

๏ Trustworthy

๏ Good intentions

๏ Appropriate timing and circumstances

๏ Personal and interactive

๏ Clear message

๏ Helpful

_Photo by Ray Hennessy on Unsplash_

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_Photo by Angela Hobbs on Unsplash_

Praise is evaluation and jugment

Praise is a form of giving status

Focus on praise rather than the goal

It’s used to sugarcoat blame

Put distance between people

Tends to terminate rather than encourage communication

43positive feedback can be de-motivating

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MOTIVATION

No controlled study has ever found long-term enhancement in the quality of people’s work as a result of any kind of rewards or incentive program.

— Alfie Kohn and Jennifer Powell — How incentives undermine performance

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No controlled study has ever found long-term enhancement in the quality of people’s work as a result of any kind of rewards or incentive program.

— Alfie Kohn and Jennifer Powell — How incentives undermine performance

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— Alfie Kohn at The Oprah Show — The Edward Deci experiment

_ https://www.youtube.com/watch?v=_6wwReKUYmw_

48Money is not a motivatorbut it is a powerful de-motivator

49Money is not a motivatorbut it is a powerful de-motivator

C B A

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50Money is not a motivatorbut it is a powerful de-motivator

C B A

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Rewarding contributionAvoiding demotivation

The “Equity Effort”

✓ What we put in (inputs)

✓ What we get (outputs)

✓ Compared to the inputs and outputs of other people similarly situated.

— Jerald Greenberg and Robert A. Baron — Behavior in Organizations, 1995

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52How can we have a highly motivated workforce?

_ http://omoss.io/work/verizondoor_

If you want people to do a good job, give them a good job to do. — Frederick Herzberg — Workers’ Needs: The Same Around The World

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Motivation is the desire someone has to do something, and no one can create that desire in another human being.

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_Photo by Clark Tibbs on Unsplash_

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By simply lookingat something that somebdoy has done… that seems to be quite sufficienct to dramatically improve people’s motivations.

— Dan Ariely — What Makes Us Feel Good About Work — TEDx RiodelaPlata 2012

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How to pay people?

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_Photo by Marco Calzolari :-)_

61People tend to think about what they don’t have.

“Do everything in your power “to help them put money “out of their minds.” — Alfie Kohn— Punished by Rewads

_Photo by Cameron Stow on Unsplash_

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_ http://www.savagechickens.com/2017/05/the-corporate-goals.html_

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GOALS

_Photo by Glen Carrie on Unsplash_

A goal creates a focus, but also blind spots

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65Goals can be motivating when there is acceptance and commitment.

Participation in goal setting can increase acceptance but acceptance does not assure commitment.

Acceptance cannot be forced—it must be genuinely voluntary to be effective.

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_Photo by Roger Steinbacher on Unsplash_

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Choice

_Photo by Roger Steinbacher on Unsplash_

Choice has the power to unleash the imagination of a hamstrung work force, stimulate growth, foster creativity, enhance personal worth, fulfill dreams, or realize the things we hold to be self-evident.

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— James Morrison — The Stuff Americans Are Made Of

Real choice builds and binds.

It fosters respect and enhances loyalty. Choice guarantees engagement—the precondition for sustaining performance.

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— James Morrison — The Stuff Americans Are Made Of

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_Photo by Lukas Robertson on Unsplash_

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_Photo by Charlotte Coneybeer on Unsplash_

The world will not be saved by old minds with new programs.

If the world is saved, it will be saved by new minds – with no programs. — Daniel Quinn— The story of B

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_Photo by JC Dela Cuesta on Unsplash_

The world will not be saved by old minds with new programs.

If the world is saved, it will be saved by new minds – with no programs.

Marco Calzolari @marcocalzolari @agilereloaded

PERFORMANCE E POTENZIALE DELLE PERSONE: QUANTIFICARE IL NON MISURABILE

VENEZIA – Sep 16, 2017