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What is Performance Management?
“Performance management is about improving business performance by improving team and individual performance, and ensuring that a company’s strategy is executed and implemented...” Tom McMullen, Hay Group Performance Management can also be …. “… a vehicle for increasing our capacity to get work done, and for achieving what is most important to us.” Nigel Bristow, Targeted Learning
A once-a-year event An punitive process A time to give surprises
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Performance Management
● Align Goals with Business Priorities Individual/team/department/SBU/corporate strategy Employees understand what matters most about their job ● Build Individual and Organizational Capability Seek and receive performance feedback Facilitate developing skills & capabilities Get work done ● Differentiate Performance
Performance Management
December 10, 2008
We Are Here To Learn
We Are Here to
•Refresh Performance Management Process •Help employees and managers better understand Performance Management:
Nov.-Janppraisal
Review Results Against Goals Calibrate Performance Against Peers After calibration meeting, finalize Performance Rating Finalize Performance Agreement
•Linkages, Phases and Timing •Concept of SMART goals •Feedback & Coaching •Performance Appraisal •Performance Improvement Process
•Discuss
How to use Performance Management to help create a great company How to use Performance Management to create High performance organization
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Enablers of Performance Management
● ● ● ● ● Effective, on-going conversations Employee understanding of performance criteria Standardized processes, guidelines and tools Honesty and credibility Compensation aligned with performance
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Desired Outcomes of Performance Management
●A results-oriented culture ●Improved employee engagement and retention ●Reinforcement of company values ●Individual growth and development ●Enhanced employee and company performance ●Differentiation of recognition and rewards
Set Business Goals Set Dev. Goals Complete Appropriate Sections of Performance Form
Feedback & Coaching
Feedback & Coaching
Feedback & Coaching
Feedback & Coaching
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Performance Management Process
Dec.-Jan.
Phase 1: Aligning Goals
Feb.-Oct.
Phase 2: Tracking Progress
Review Progress Against Goals Adjust Goals if Necessary Revise Performance Agreement if Necessary
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Performance Management is
An agreement between employee and supervisor An on-going process Tied to the merit process
Performance Management should not be