Evolving Performance Management Series (Part 6)

Transcription

1 Evolving Performance Management Series (Part 6) Juniper Networks Performance Management Evolution Candace Atamanik, Research Manager, Talent Management Research, Bersin by Deloitte Deloitte Consulting LLP

2 2 Today s Session: The Sixth in a Series

3 Agenda Overview of Changes in PM The Juniper PM Evolution Story Q & A 3

4 The Evolution of Performance Management Evolving From Annual Event Burdensome, Fixed Evolving To Ongoing Business Process Flexible, Agile, Simple Centralized, Deferred Local, Real-Time Appraisal Focused Development-Focused Remediation Continuous Improvement Source: Bersin by Deloitte, Deloitte Consulting LLP, research,

5 Our Speaker Today Jeff Jacobs Director, Leadership & Organization Effectiveness Juniper Networks

6 Juniper s Performance Management Evolution Bersin by Deloitte Webinar Jeff Jacobs December 9, Copyright 2015 Juniper Networks, Inc.

7 Agenda Connect Everything. Empower Everyone. A Moment of Truth in Bangalore 2009 Talent Matters is Born Moments of Truth in Sunnyvale 2014 Talent Matters is Reborn Q&A 2 Copyright 2015 Juniper Networks, Inc.

8 Connect Everything. Empower Everyone. We believe the network is the single greatest vehicle for knowledge, understanding and human advancement that the world has ever known. 3 Copyright 2015 Juniper Networks, Inc.

9 CONNECT EVERYTHING. EMPOWER EVERYONE. Encourage discovery Rethink education Revolutionize commerce Enable cleaner water/energy Power social movements Create global communities Build applications Explore nature Improve healthcare 4 Copyright 2015 Juniper Networks, Inc.

10 Juniper on a Page MISSION CONNECT EVERYTHING. EMPOWER EVERYONE. FINANCIALS 2014 REV $4.6B VISION To be the worldwide leader of Network Innovation CUSTOMERS 97 of Fortune Global of top 10 largest global telecom 13 of top 14 largest U.S. cable 4 of top 5 largest global search engines Top 6 social media properties 17 of top 20 largest world banks 9 of 12 largest global financial exchanges ROUTING SWITCHING SECURITY INNOVATIONS VALUES TEAM 8,800+ Colleagues 48 Countries 5 Copyright 2015 Juniper Networks, Inc.

11 A Moment of Truth in Bangalore Copyright 2015 Juniper Networks, Inc.

12 Town Hall Bangalore, 2009 How do forced performance ratings fit with our espoused values of authenticity and trust? 7 Copyright 2015 Juniper Networks, Inc.

13 A Bold Aspiration Our Values Our Challenge Reimagine a contemporary performance management system that: Reinforces our values Empowers our people Enables us to win in the marketplace 8 Copyright 2015 Juniper Networks, Inc.

14 Applying Neuroscience to Drive Innovation Threat Reward Status Certainty Autonomy Relatedness Fairness 9 Source: David Rock Copyright 2015 Juniper Networks, Inc.

15 Talent Matters is Born 10 Copyright 2015 Juniper Networks, Inc.

16 Talent Matters 4 Step Process Talent Outcome 100% J Players Talent Architecture 4 Attributes Talent Practice 4 Step Practice 11 Copyright 2015 Juniper Networks, Inc.

17 Talent Scenarios & Strategies 12 Copyright 2015 Juniper Networks, Inc.

18 Conversation Day Sequenced to create a toward state Helps people know where they stand Create opportunities for personal insights Managers share an integrated narrative No forced ratings Manager authenticity and autonomy 13 Copyright 2015 Juniper Networks, Inc.

19 Positive Press Progressive companies, like Juniper Networks, are reshaping performance management Juniper reimagined its approach to performance management to drive disruptive innovation Juniper Networks boldly redefines stale practices Juniper Networks is turning words on the wall into behaviors in action How Juniper Moved Beyond Performance Scores to Align Performance Management to Organizational Values Good news for those that are thinking of moving to a performance management system without ratings organizations such as Juniper Networks have done so successfully Copyright 2015 Juniper Networks, Inc.

20 Moments of Truth in Sunnyvale Copyright 2015 Juniper Networks, Inc.

21 Moments of Truth Under-performance Rami Rahim named Juniper CEO Declaration of interdependence co-creating outside-in and spanning boundaries inside-out Commitment to evolve Talent Practices to hire, communicate, train, and reward to ONE JUNIPER Our DNA as a challenger in this industry applies so well. It is not just about challenging your competitors, it is challenging the status quo, it is challenging yourself and your assumptions about how to solve something. Rami Rahim 16 Copyright 2015 Juniper Networks, Inc.

22 Input Reflects Opportunity Focus groups and 1:1s with 300+ colleagues Thousands of Juniper survey participants 40+ benchmarks with peer companies Multiple expert consultations Leadership commitment 17 Copyright 2015 Juniper Networks, Inc.

23 What We Heard Compliance over value More guidance and capability development More career investment Talent attributes still a values conflict Short-cutting conversation day 18 Copyright 2015 Juniper Networks, Inc.

24 Foundational Principles Outcomes over activity Career investment Judgment over process Simplicity Empowerment and ownership Many performance management processes make supervisors crazy with forms, procedures, and tasks. Rather than focusing on the process, leading-edge companies are moving back to a focus on management, and giving managers philosophies, tools, and skills to manage well enabling managers to manage their teams in their own way. April Copyright 2015 Juniper Networks, Inc.

25 Talent Matters Evolution 20 Copyright 2015 Juniper Networks, Inc.

26 Talent Matters is Reborn 21 Copyright 2015 Juniper Networks, Inc.

27 Talent Matters At Juniper, talent matters, but how it matters is up to you 22 Copyright 2015 Juniper Networks, Inc.

28 Purpose: Business and Individual Growth 90% I know what is expected of me. I know how I am performing against expectations. 80% I know what I need to do to continually develop in my career. I have effective 1:1 s with my manager. 85% 80% Our Growth Depends On Your Growth 23 Copyright 2015 Juniper Networks, Inc.

29 Focus: Effective 1:1s Talent Topics I know what I enjoy and what I don t. I have an idea as to where I d like to take my career and what roles that would include. I have a plan for my career. I know what I am good at and what I am not. I know what I need to be successful in my current role and in projected future roles. I have a plan to develop my capabilities. I know what relationships are key to success now and in the future. I have a clear perspective on the quality of those relationships today. I have a plan to develop my connections. I know what relationships are key to success now and in the future. I have a clear perspective on the quality of those relationships today. I have a plan to develop my connections. It s a Beautiful Day for a Conversation! 24 Copyright 2015 Juniper Networks, Inc.

30 Year- round Alignment: Goals and Expectations Goals for career, capabilities, connections and contributions Alignment ensured via regular 1:1s In- tool progress notes Contribution goals visible via Corporate Directory Mobile- enabled 25 Copyright 2015 Juniper Networks, Inc.

31 Year-round Feedback and Coaching Resources to support soliciting, giving, receiving and acting on feedback One Juniper feedback to build capability and drive progress Mobile-enabled Anyone can provide to anyone Anonymity optional 26 Copyright 2015 Juniper Networks, Inc.

32 Simple Talent Scenarios Past Performance Support & Develop J-Player Improve or Transition Non-J-Player Retain & Prepare Key Talent Support & Develop J-Player Future Potential 27 Copyright 2015 Juniper Networks, Inc.

33 Next Steps Socialization and adoption Capability building Calibration and talent review Succession planning 28 Copyright 2015 Juniper Networks, Inc.

34 Q&A 29 Copyright 2015 Juniper Networks, Inc.

35 Thank you

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