Taking the Pain Out of Performance Reviews Webinar 01.02.13
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Out of Performance Reviews Taking the Wednesday, January 2, 2013 1:00 p.m. central
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Transcript of Taking the Pain Out of Performance Reviews Webinar 01.02.13
Out of Performance
Reviews
Taking the
Wednesday, January 2, 2013
1:00 p.m. central
Presenters
Chris Osborn
Vice President of Marketing
Jessica Batz
Marketing Specialist
@BizLibrary
POLL QUESTION
How often does your
organization review
performance?
A. Annually
B. Semi-annually
C. Quarterly
D. Continuously
E. Rarely
SHRM Survey Fall 2012: How frequently does your organization conduct
employee performance reviews?
74%
21%
3%
2% 0%
Annually
Semi-annually
Quarterly
Ongoing
Monthly
POLL QUESTION
What is your biggest
pain with performance
reviews?
A. Infrequent
B. Subjective
C. Not goal focused
D. Inconvenient
E. De-Motivating
POLL QUESTION
How does your
organization currently
conduct performance
reviews?
A. Paper and pen
B. Spreadsheets like
excel
C. Web-based tool
D. Something else
E. We don’t have a
formal
process/system
What we’ll cover:
Basics of providing
effective performance
appraisals.
3 steps to improve the
performance
management process.
Automate the
process
Manage
Goals
Apply crowd
wisdom
“ Clearly, the annual
performance review was
designed for a work
environment where control
of individual employee
performance was a key
function.
In today's team and
collaborative environment,
that perspective no longer
makes sense. ”
Ray Williams
Talent Management
Learning Performance
Management
Engagement Remedial Action
POOR
GOOD
LOW HIGH Skills and Knowledge
Mo
tiva
tio
n &
Att
itu
de
Performance Reviews are time
consuming and expensive.
The average review costs
approximately
Documenting Performance Problems
Why We Do Performance Reviews?
Recognizing High Performers
Identifying Development Needs
Compensation
Because we’re supposed to….
Top 5 Problems with
Performance Reviews
1. Infrequent
2. Subjective
3. Not goal focused
4. Inconvenient
5. De-Motivating
Automate
Re-engineer the process
Keys to Effective Performance Appraisals
Set clear goals
Determine key job responsibilities
Identify and use competencies
Coaching - continuous feedback
Objective appraisal of
performance
Setting Clear Goals
Be specific
Communicate
SMART
• Specific
• Measurable
• Attainable
• Relevant
• Timely
Setting Performance Goals
Organizational Goal Become a market leader.
Customer Service Goal Deal with customer complaints efficiently.
Customer Service Representative Goal • Customer service representatives should be part of the company's effort to
become a market leader by dealing with customer complaints efficiently.
• Representatives shouldn't spend unnecessary time chatting to customers and
they should not automatically escalate complaints to managers.
Determine Key Job Responsibilities
What does successful performance look like?
How will we know?
Identify and Use Competencies
Core Competencies Cultural or organizational
Job-Family Competencies Sales, Operations, Administrative Functions, Customer Service
Job-Specific Competencies Perform a particular job at a successful level
Comparison to Job Standard
Coaching – Continuous Feedback
Coaching is not training, an event,
telling how to do something.
Coaching is advice, counsel,
support, guidance, boosting
confidence.
Objective Appraisal of Performance
Objective = Fair
Timely notes and records
Observations
Professional judgment
Appraisals are where you get
together with your team leader
and agree what an outstanding
member of the team you are, how
much your contribution has been
valued, what massive potential
you have and, in recognition of
all this, would you mind having
your salary halved.
Guy Browning,
British Humorist and Writer
Strategies for Effective Performance
Review Process
Automate the
process
Manage
Goals
Apply crowd
wisdom
Automate the Process
Accuracy
Objectivity
Process Improvement
Integration
Broader Performance
Comparisons
Automate Data Collection
Chris Osborn
Sally Sales
Manage Goals
Real time progress using
signposts and
benchmarks
Data and information
Adjust as needed
Frequent reviews of
progress
Manage Goals
Crowd Wisdom
Peers should have input
Automated tool facilitates
greater participation
Bravos
Positive only
Crowd Wisdom
Keys to Effective Performance Appraisals
Set clear goals
Determine key job responsibilities
Identify and use competencies
Coaching - continuous feedback
Objective appraisal of
performance
RECOMMENDED RESOURCES
Streaming Videos
• Cutting Edge Communication:
Handling Tricky Appraisals
• 1 on 1 - Informal Employee
Performance Review
• It's That Time of Year -
Performance Reviews - Make
Sure Yours are Effective and
Legal
• 10 Steps to Flawless Appraisal
Interviews
E-Learning Courses
• Planning for Performance
• Monitoring and Improving Performance
• Reviewing and Rewarding Performance
Contact us
Chris Osborn
Vice President of Marketing
Jessica Batz
Marketing Specialist
