CONEXPO CON/AGG Positive, Empowering Performance Reviews No Surprises! Presented by: Linda and Tery Tennant

Transcription

1 CONEXPO CON/AGG 2014 Positive, Empowering Performance Reviews No Surprises! Presented by: Linda and Tery Tennant

2 Agenda 1. Do Them for the Right Reasons Common Pitfalls Why We Dislike Doing Performance Reviews Causes of Poor Employee Performance 2. Define and Measure Ideal Performance High Payoff Activities; Key Performance Indicators Self-Managed Scorecard Motivation Plan 3. Provide Feedback, Coaching, Training Process; Not An Event Identify Performance Gaps Develop Training/Action Plan If We Want What We ve Never Had Before, We Must Do What We ve Never Done Before. Attainment, Inc. Page

3 1. Do for Right Reasons Common Pitfalls Why We Dislike Reviews Causes of Poor Employee Performance Attainment, Inc. Page

4 2. Define and Measure Ideal Performance High Payoff Activities Definition Communicate clear expectations in writing up front. Help the employee know his/her priorities over the next six to twelve months. High Payoff Activities (HPAs) are the six most important, prioritized activities where the employee should spend at least 80% of time. These are tasks that provide the greatest return on the dollars and time invested and that support company goals and values. Identify High Payoff Activities If Everything is a Priority, Nothing is a Priority! List High Payoff Activities (in priority order) for one of your employees Key Performance Indicators Key Performance Indicators (KPIs) are objective measurements of the employee s performance. These are based on High Payoff Activities and tell the employee daily if he/she is winning or losing Attainment, Inc. Page

5 2. Define and Measure Ideal Performance, continued Self- Managed Scorecard Help the employee develop a simple scorecard he or she can use to get daily/weekly feedback on key performance indicators. High Payoff Activity/ Key Performance Indicator Ideal Performance Standard Tracking Tools What, When You can t manage what you can t measure! Attainment, Inc. Page

6 2. Define and Measure Ideal Performance, continued Motivation Plan People do things for their reasons (not ours) to gain a benefit or avoid a loss. Help the employee develop a Motivation Plan so they will remember why they want to achieve their key performance indicators. Motivation Plan Employee: Family Data: Hobbies/Interests: Job History: Skills/Education: Primary Motivators: Goals/Career Desires: Sample Motivators: Sense of accomplishment Feel respected Working with others; part of a team Empowered; able to work on own Recognition (public or private) Solving problems Helping others; being of service Helping people grow and develop Varied and interesting work Learning new things Routine work without much change Lots of balls in the air at once Recognized as head of the team Feeling valued, appreciated Limited tasks on which to focus Clear goals and measurement Attainment, Inc. Page

7 3. Provide Feedback, Coaching and Training Process, Not An Event Provide feedback and coaching even when no salary increases. Base reviews on High Payoff Activities, KPIs, Scorecards. Informal reviews monthly. There should be no big surprises. Identify Performance Gaps Identify specific gaps between actual and desired performance. Identify High Payoff Activities not getting done to desired level. Identify Low Payoff Activities to eliminate, delegate or streamline. Develop Training/ Action Plan 1. Complete written recap of feedback, follow up actions and dates. 2. Provide training when needed based on performance gaps. 3. Before the training, set specific outcome goals with employee. 4. Spread training over a period of time; not fire hose training. 5. Determine if training and/or coaching addressed performance gap. Attainment, Inc. Page

8 3. Provide Feedback, Coaching and Training, continued Employee: Training and Development Plan Desired Career Path: Competencies Desired Current and Future (based on High Payoff Activities): Area(s) to Develop (list in priority order), Outcome Goals and Measurement: Development Methods and Target Dates: Actual Completion Dates and Determination of Success: Attainment, Inc. Page

9 Action Plan Your Performance Review Process Directions: Put a check mark next to each item fully in place at your company and working well at all levels. High Payoff Activities Key Performance Indicators Self-Managed Scorecards Motivation Plans Monthly Feedback; Identify Performance Gaps Coaching, Training and Actions Plans My 30-Day Goal List one specific action step you will take the next 30 Days: Attainment, Inc. Page

10 Let Us Know How We May Help Training Programs Effective Personal Productivity Effective Leadership Development Effective Personal Leadership Effective Motivational Leadership Effective Communication Effective Selling Strategies These are available on an individual or small group basis. We use in person and/or online facilitation. They are done in small chunks over a period of time so ideas can be applied on the job. Other Services Define High Payoff Activities, KPIs and Scorecards Goals and Teambuilding Facilitation Convention Workshops Process Documentation Strategic Planning and Succession Planning Thank You Thank you for participating! A leader's job is to look into the future and see employee performance, not as it is, but as it should be. Attainment, Inc. Page