Talent Talk Webinar Performance Management Retention

Cytiva Software, Inc.

Hosted By: Ian AlexanderVice President MarketingCytiva Software Inc.

“ Performance Management in an Opportunistic Economy”

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The Performance Management Opportunity Six Keys to Making Performance

Management Successful in an “Opportunistic Economy”

Increase Engagement and Retention Risks to Success


Your Company Must Change

• Same Skills?

• Same Objectives?

• Recover Faster?


Mortgage Broker 2004

Software CEO 1999

Investment Banker 2007

Today: EPM Data at the Heart of Most High Value Talent Functions

Improve Recruiting Effectiveness

Tie Pay to Performance

Identify High Potential Employees

Focus Training $ Around Strategic Objectives

Training/Development

Succession/ Workforce Planning

Compensation

Recruiting

EPM


Performance Management Systems

• 80% Dissatisfaction

• Replaced Every Two Years

• Key to Success? Really?



It’s got a motor, right?!


Why Do We Manage Performance?

• Legal protection.

• Document work issues in case of legal claims

• Compensation.

• Justify merit decisions

• Development.

• Encourage identification and correction of performance issues


Main Engine Driving Performance Management:

• Performance Evaluations


Flip It! Put Goal Alignment in the Front Seat


Opportunity: Six Keys to Making Performance Management Successful • Make Goal Alignment the Driver

• Focus on Employee Management

• Enlist Line Employees

• Provide Tools to Be Successful

• Rebrand Your Efforts/Change Your Culture

• Hold People Accountable for Results


Opportunity: Six Keys to Making Performance Management Successful • Make Goal Alignment the Driver

• Engage Managers AND Employees

• Provide a Value (WIIFM)

• Make Goals Visible


Opportunity: Six Keys to Making Performance Management Successful • Focus on Employee Management

• Make People Management a Component of Managers’ Evaluations

• Use Employee Satisfaction Surveys

• Upward Evaluations

• Create a People Management KPI


Opportunity: Six Keys to Making Performance Management Successful • Enlist Line Employees

• Best Employees Want Guidance, Feedback Recognition

• Give Them Tools To Participate

• Let Them Drive Managers


Opportunity: Six Keys to Making Performance Management Successful • Provide Tools to Be Successful

• Implement Technology

• Tools Available for Goal Alignment, Feedback, Evals

• Affordable, Many Pay as You Go

• Cheap Investment Vs. Return


Opportunity: Six Keys to Making Performance Management Successful • Rebrand Your Efforts/Change Your Culture

• Shake it Up. Get Their Attention.

• Involve Influential Managers In Design

• Give It a Name

• Visibly Reward Those Who Work the Program


Opportunity: Six Keys to Making Performance Management Successful • Hold People Accountable for Results

• Align Program With Key Stakeholder’s Interests

• Designate a Performance Czar/Champion

• Reward and Make Visible Those Who Work the System

• Build People Management Goals and Metrics into Manager Evaluations

• Build Goals, Metrics and Incentives Into HR’s Evaluations


Engagement• Employees Get Clearer Expectations

• Visibility into How Employee Supports Goals

• Proper Tools and Accountability = Engagement

Retention• Employees Quit Managers Not Companies

• More Professional Employee/Manager Interaction

• Employees Empowered to Participate in Performance Management and Alignment

• High Performers and Low Performers Become More Visible and Company Can Tune Workforce


Risks

• Status Quo

• It’s Already Broken – Be Opportunistic

• Don’t Evolve Your PM, Throw it Out the Window and Align It With The Self Interest of Your Managers/Execs

• Lack of Executive Buy In

• Forget About Old Drivers of Comp/Development/Legal

• New Drivers: Alignment, Optimization and Workforce Productivity

• New Performance Manage System Objective

• Give organization a method for aligning the efforts of employees around key objectives and measuring the success of their actions so that we may optimize our workforce for achieving those objectives.


Risks • Too Much Too Soon

• Focus Your Effort on Performance Management

• Build Your Foundation and Cultivate a Satisfied User Base and Build From There

• Don’t Try to Do Too Much Too Soon

Start Small, Roll Out in Phases Roll out functionality in phases which can be monitored and

adjusted, and expect the full solution implementation to take months, not weeks

Consider starting with a business unit or location as a pilot group. Pick disciplined, motivated leader who values performance management and will champion the system

Focus initial efforts on a few key outcomes (i.e., goals entered, progress tracked, etc) and measure results. Then expand feature implementation or enterprise-wide utilization. Extra features get discounted or ignored because their value is neither established nor understood by users


FREE On-Demand Webinar: Six Steps to Successfully Implementing Performance Management Software http://www.sonicperform.com/resources/overview.htm#2


Cytiva’s Free Webinar series

• Uncovering Hidden Cost Savings in Your Recruiting Process

• Recruiting 2.0

• Communicating Your Employment Brand

• Career Center 101

• Rethinking Your Recruiting Metrics for a Down Economy

• Tips and Tricks for Effective E-Recruiting

• Talent Acquisition Systems: Building a Strong Business Case

Vist: www.sonicperform.com/company/events.htm

Cytiva Software Inc. offers a wide variety of products and services to help you get the most out of your recruiting efforts.

• Talent Acquisition System• Onboarding Portal• Performance Management System• Consulting

To learn more contact: David FreemanTalent Management Solutions Consultant877-775-0888www.sonicperform.com
