Performance Management Successful Objectives Objectives At the - - PDF document
1 Performance Management Successful Objectives Objectives At the end of this session, you will be able to: Have a better understanding of performance management Become more familiar with the performance appraisal/review process
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Objectives Objectives
At the end of this session, you will be able to:
Have a better understanding of performance
management
Become more familiar with the performance
appraisal/review process
Understand the benefits of proper performance
management
Be able to successfully submit the performance
appraisals utilizing “The Zone”
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process
effectiveness
annual) event
performance management process
Performance Management Performance Management
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Performance Management
Performance Appraisals
Goal Setting & Planning
Performance Measuring
Benefits of Performance Management Benefits of Performance Management
Employee
Clear sense of what you are doing and why Know what you need to work on Understanding of how you can contribute Focus on continuous goals and improvement More engaged
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Benefits of Performance Management Benefits of Performance Management
Supervisor
Better employee relations Awareness of employee goals and career
interests
Knowledge of what your employees need from
you
Historical records to measure progression
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Benefits of Performance Management Benefits of Performance Management
Organization
Better knowledge of talent pool Better understanding of coaching and training
needs
Succession planning Adapt more quickly to change Retention of top performers
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Performance Management Goals Performance Management Goals
Communication between supervisor and employee Continuous feedback on performance Documentation Development Goals Alignment with strategic planning goals
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Performance Management Expectations Performance Management Expectations
Think about your last appraisal: – What thoughts come to mind? – What went right, what went wrong? – How could this be made a win/win situation?
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Performance Management Expectations Performance Management Expectations
What do Employees Want?
Clear expectations Positive/constructive feedback on a regular basis Involvement in goal setting Be treated fairly and consistently Sharing of information and resources Job/career enrichment opportunities
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What Happens If… What Happens If…
advice
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expected of them and keep it consistent
1: Define Expectations 1: Define Expectations
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2: Establish Communication 2: Establish Communication
This is a constant process Champion two/way, HONEST communication Give and receive feedback Recognize a “job well done”
No Surprises
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3: Develop Employees 3: Develop Employees
and personal development goals
develop others?
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Specific Measurable Achievable Results oriented Time based
SMART Objectives SMART Objectives
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Let’s practice… What’s in this for me?
SMART Objectives SMART Objectives
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4: Measure and Record 4: Measure and Record How good is your memory?
incident diary
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4: Measure and Record 4: Measure and Record Consistently communicate expectations, measure performance and provide feedback
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How do I complete the form?
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Performance Review Form Performance Review Form
3 Forms
Manager Professional Hourly
Categories
business
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Where Do I Go? Where Do I Go?
www.TheZone.Goodmanmfg.com Then click on Employee Changes
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Choose the depth you want displayed
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Where Do I Go Now? Where Do I Go Now?
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Assess your depth of 1 (Direct reports) Up to three levels of approval plus HR Review in your inbox (normal work flow) If you want to change someone’s appraisal during
the work flow process, you must reject and explain why
Work Flow Work Flow
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Rating Pitfalls Rating Pitfalls
Central Tendency – lack of rating differentiation
between employees
Leniency – avoids honest ratings to avoid conflict Currency – narrow focus on recent events Similarity/Like me – favorable rating to
employees who have similar values or interests to the rater
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If Done Incorrectly… If Done Incorrectly…
False and misleading
information
Increased turnover Wasted time and money Damaged relationships Decreased motivation Job dissatisfaction Risk of litigation Unfair standards
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Overall Below a 3 Overall Below a 3 Contact your HR Business Partner to review and discuss the evaluation and developmental plans before the results are communicated to an employee.
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Need to Know Need to Know
Use Internet Explorer
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The submit button on the form will not work in other browsers
All groups will be using the online process Take the Employment Engagement Survey
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Instructions were sent to all that have an email address via a third party
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Talent Wheel Talent Wheel
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January
February
August / November
September
October
(Including Succession Planning & 9 Box)
December
Performance Management Timeline Performance Management Timeline
1/07/13 Employee begins their self assessment 1/16/13 Self Assessments due 1/16/13 Begin reviewing your employees 1/15/13 – 1/18/13 Training for supervisors 2/15/13 Performance Appraisals closed
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Summary Summary
Performance Management is a continuous
process
We strive to ensure that our employees succeed Be honest, open, candid and constructive Think win/win Communication is key
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Take Time to Do It Right Take Time to Do It Right
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Questions? Questions?
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