Employee Performance Reviews, Do They Really Matter? By: Frank Besednjak

Transcription

1 Employee Performance Reviews, Do They Really Matter? By: Frank Besednjak The Training Source, Inc.

2 Employee Performance Reviews, Do They Really Matter? Something that all leaders believe is necessary and must be done regularly are employee assessments or performance reviews. Or are they really that important? Perhaps not. In this learning lab, Frank Besednjak will provoke your thinking by discussing the pro's and con's of employee reviews. He will also demonstrate how a performance review should be performed and discuss all of the common problems and negative results when it is done improperly. You will leave this workshop with a plan to begin communicating more effectively with your team and an example of how an employee review process should be implemented in the workplace, to make it be the most effective possible.

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4 Performance Reviews - Ten Things we do wrong 1. Too vague. 2. Everything s perfect until it s not, then you re fired. 3. Focus on the recent only. We overly focus on the most recent event as the basis for analyzing the entire past year s performance. 4. No preparation. 5. They never happen at all... or My people know my door is always open.

5 Performance Reviews - Ten Things we do wrong 6. No pats on the back. Only looking for areas in need of improvement 7. No recognition for doing the work of 3 people. 8. Not being truthful with employees about their performance. 9. No follow-up. Performance review meetings are simply the forms that get filled out dutifully and sent to HR. Bosses forget about these goals as soon as they ve been completed. 10. No discussion around the report s short or long term career ambitions.

6 What today s performance review should be: Ongoing and immediate. Should be process focused. Based on future expectations compared to current performance. Using today s technology. Mentoring and coaching, not butt chewing. Informal and frequent. Not stressful, but friendly. Q & A not one way!

7 Handling the Poor Performing Employee Properly

8 Communicate! As soon as an unacceptable situation is noticed, SAY SOMETHING! Follow up with good or bad news. If it resurfaces, contact them again! After several contacts hasn t resolved it, set up a formal meeting. Ask questions. Don t lecture. Don t freak out! And don t let them freak out!

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10 Emotional Stress When Meeting with a Poor Performer STRESS! Increases epinephrine and glucocorticoids in the body.

11 Emotional Stress When Meeting with a Poor Performer Engage their brain through conversation and asking questions

12 Proper Handling of Poor Performers Let them define the specific problem Agree on goals (hopefully quantified) Agree on recommendations Agree on next steps, both negative and positive Agree on a timeline Give regular feedback (good and bad) Follow through on what you said Document everything

13 Five reasons why employees don t perform well: 1. Personal issues 2. Don t know how 3. Don t understand the rules or process 4. Can t do it (lack ability or tools) 5. Don t care

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15 Manage systems and processes rather than people: Create great processes and procedures and communicate them successfully Great leaders understand the processes and know how to improve them, manage them and enforce them. Get your team involved in creating or improving processes at work Use technology!!!

16 Being a leader is not telling people what to do and how to do it, It is about leading the team so that they work together as a single unit, showing them how to win and reach a set of goals that will benefit them individually along with everyone on the team

17 What is a Great Leader? Manage processes, not people Established rules, guidelines, penalties and rewards Use metrics for team members that match business objectives and share them often Know that we are dealing with different personalities Resolve and get involved in issues and challenges as they surface, not when it is convenient Willing to be able to ask for help The team approach! Surround themselves with people who like to win Give team members freedom to make decisions

18 QUESTIONS?

19 Frank Besednjak Success is having the ability and drive to keep looking forward at what will be, rather than worrying about what could have been Frankpresents.com Motivational Speaker, Trainer & Business Coach