Ban The Performance. Appraisal. By CEO Iggy Tan. Mob: Ban The Performance Appraisal
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1 Ban The Performance Appraisal By CEO Iggy Tan
2 Not a management consultant Not selling you a management tool Not trying to convince you of anything Merely some ideas that inspire thought Implemented in a company 350 people, 5 countries Raise money for beyond blue and rotary
3 workplace culture
4
5 the way we do things around here
6 how do you create the culture you want?
7 easy, just behave it
8 publishing company values
9 actual behaviours by the CEO
10 if behaviours don t match the words = distrust
11 silent on values
12 let behaviours speak
13 respect and dignity
14 performance appraisals
15 motivational, valuable and improves performance?
16 demotivating, waste of time and does not improve performance?
17 they are meant to provide feedback
18 yes, communication & feedback helps improve performance
19 isn t it our job to provide feedback regularly?
20 why didn t you tell me sooner?
21 when I could have done something about it at the time
22 we have to rate your performance
23 to reward individual performance
24 Excellent Good Satisfactory Poor Unsatisfactory
25 2 3 4 Good Satisfactory Poor
26 wtf
27 just focus on the comments rather than the overall rating
28 Excellent Good Satisfactory Poor Unsatisfactory
29 btw kids, just focus on the feedback rather than the overall rating
30 when we tied rewards to ratings, feedback became irrelevant
31 4 is totally not fair at all You 4don t see 5 Jayden gets I should have got a whole lot more this sucks How come two ice creams when Georgia slacks off Excellent Good Satisfactory Poor Unsatisfactory
32 did we mean to create that much dissatisfaction?
33 we have accidentally created a competitive, blame culture
34 a culture of looking good
35 how do expect to get true teamwork?
36 fully embrace everyone as they are
37 the plodders, quite achievers, the clock watchers, the performers
38 the people that have initiative and ones that don t
39 it takes all types to make up a team
40 do you put up with non team players or poor performers?
41
42 it takes everyone for the team to achieve
43 everyone can t be perfect but the team can be
44
45 reward team performance
46 set up group targets and reward everyone equally
47 if it is a 3% annual increase, everyone gets it from CEO to cleaner
48 how do we provide feedback?
49 regularly, constantly and immediately
50 6% of fortune 500 companies Deloitte
51 communication
52 why is communication so important?
53 we want to feel connected commitment and action
54 the control of information is power
55 leads to political, bureaucratic organisations
56 flatten the communication structure straight from the CEO
57 everyone reports to each other with managers listening in
58 once information is shared, no one can manipulate and control it
59 this builds open, honest and transparent organisations
60 motivation
61 do objectives and money motivate people?
62 typical top 10 motivators 1) achievement 2) learning 3) inspiration 4) creativity 5) fun and enjoyment 6) improvement 7) financial reward 8) change and variety 9) identity and purpose 10) stability
63 typical top 10 motivators Logical practical 1) achievement 2) learning 3) inspiration 4) creativity 5) fun and enjoyment Warm Fuzzies 6) improvement 7) financial reward 8) change and variety 9) identity and purpose 10) stability
64 families, sporting teams, small business
65 objectives don t motivate people?
66 financial rewards don t motivate people?
67 News flash people motivate people
68 individual KPIs
69 drives us to chase KPI s that might not be relevant anymore
70 spend more time explaining the reasons why we didn t achieve these KPIs
71 change to dynamic free flowing team targets
72
73 engaged, motivated employees know exactly what they need to achieve
74 job descriptions
75 throw them out (use only for recruitment)
76 they are blueprints for building silos
77 whatever it takes job description
78 to do whatever it takes to help others to achieve team targets
79 no blame culture
80 how do you create a no blame culture
81 just behave it
82 the true test is when something goes wrong
83 making decisions without fear
84 less mistakes and more innovation
85 recruitment
86 throw the CV away when you recruit
87 there is no such thing as finding the best person for the job
88 just accept that you are going to get it wrong sometime
89 deal with it when it happens
90 recruit people that share the same values and behaviours
91 use the most powerful tool you have
92 intuition and instinct
93 intuition and instinct
94 exit interviews
95 complete waste of time
96
97 ask the same questions to your current employees before they leave
98 simple team effectiveness surveys
99 Everyone on my team knows exactly why the team does what it does If outsiders were to describe the way we communicate within our team, they would use such words as open, honest, timely and two-way. As a team, we work together to set clear, achievable and appropriate goals.
100 publish results to all and track regularly
101 S Agree 5.0 Team Mission Agree Neutral Corporate Senior Executives Finance/Marketing/Battery/Other Mt Cattlin Snr Managers Mt Cattlin Mining Mt Cattlin Processing/Maintenance Jiangsu Snr Managers Jiangsu Admin/Logistics/Quality Jiangsu Operations Jiangsu Maintenance Jiangsu Technical/Lab Overall
102 S Agree 5.0 Overall Satisfaction Agree Neutral Corporate Senior Executives 3.9 Finance/Marketing/Battery/Other Mt Cattlin Snr Managers 3.6 Mt Cattlin Mining 3.7 Mt Cattlin Processing/Maintenance Jiangsu Snr Managers Jiangsu Admin/Logistics/Quality 3.4 Jiangsu Operations 3.3 Jiangsu Maintenance 3.8 Jiangsu Technical/Lab 3.7 Overall
103 leaders will take over, improvement happens
104 terminating employees
105 exactly the same way you want to be terminated
106 story about nick
107 aliens have taken nick
108 with respect and dignity
109 if you hire, you fire - don t let others do your dirty work
110
111 we have largely lost sight of the moral dimension of leadership Anthony Howard Humanise
112 in conclusion
113 question everything you do - is there a net benefit?
114 create the culture
115 get back to basic management
116 you create a compassionate, kind and happy workplace
117 where it is not about looking good
118 based on family values
119 productivity, efficiency, innovation, decision making, and motivation
120 a donation to Beyond Blue and Rotary is welcomed
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