Is your organization among the 70% that are reconsidering their performance management strategy? If so, here’s what’s next: coaching conversations. Why? Organizations that focus on having more frequent conversations outperform organizations that do not. As you consider a new process, here are the coaching essentials to include. ONCE-A-YEAR CONVERSATIONS Negative feedback during annual performance reviews does not motivate employees to improve. In fact, it has the opposite effect. CONTINUOUS COMMUNICATION & COLLABORATION Among companies with dynamic evaluation models, 88% are committed to recurring conversations. NOT ENOUGH FEEDBACK 65% of employees said they wanted feedback more often. FREQUENT FEEDBACK After companies remove rankings, managers talk to their employees 4 times more often. 43% of highly engaged employees receive feedback at least once a week. CHECKING BOXES 66% of employees say their current performance review process interferes with their productivity, and 65% say it isn’t relevant to their jobs. In fact, 30% of performance reviews actually decrease employee performance. A FOCUS ON FUTURE PERFORMANCE Organizations where employees review their goals at least quarterly were 4X as likely to score at the top of Bersin by Deloitte’s Total Performance Index. 8 FOCUSING ON THE WRONG THING Only one third of employees who get the highest score in their performance review are actually the organizations’ top contributors. THE WHOLE PACKAGE 77% of happy workers think their supervisor focused on their strengths (compared to 4% of disengaged workers). A COOKIE-CUTTER APPROACH 58% of executives believe their current performance management approach drives neither employee engagement nor high performance. PERSONAL ATTENTION Employees who thought they got to do their best stuff every day were 44% more likely to earn high customer satisfaction scores, 50% more likely to have low employee turnover, and 38% more likely to be productive. (AND 5 TO AVOID) DON’T SETTLE FOR: Interferes with productivity Isn’t relevant Decreases performance 30% 65% 66% Reinventing performance management starts with increasing the quality and frequency of your employee-manager conversations. Want to transform your everyday conversations into great coaching? Contact us today to see how to put coaching to work for you. Sources: https://www.shrm.org/hr-today/news/hr-magazine/pages/0415-qualitative-performance-reviews.aspx http://www.gallup.com/businessjournal/20311/work-feeling-good-matters.aspx https://hbr.org/2015/04/reinventing-performance-management https://www.fastcompany.com/3052135/why-the-annual-performance-review-is-going-extinct https://www.officevibe.com/blog/infographic-employee-feedback InsideOut Development, 4 Reasons to Dump Traditional Performance Management, infographic http://blog.clearcompany.com/10-mind-blowing-statistics-on-performance-reviews-and-employee-engagement https://www.psychologytoday.com/blog/wired-success/201211/why-performance-reviews-dont-improve-performance https://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2014/hc-trends-2014-performance-management.html insideoutdev.com | 1.888.262.2448 Coaching that works. INSTEAD FIND: COACHING ESSENTIALS TO LOOK FOR IN YOUR NEXT PERFORMANCE MANAGEMENT SYSTEM 5 more productive 38% 44% higher customer satisfaction 50% lower employee turnover S e r v i c e A w a r d

5 Coaching Essentials To Look For In Your Next Performance Management System

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Page 1: 5 Coaching Essentials To Look For In Your Next Performance Management System

Is your organization among the 70% that are reconsidering their performance management strategy?

If so, here’s what’s next: coaching conversations.

Why? Organizations that focus on having more frequent

conversations outperform organizations that do not. As you consider

a new process, here are the coaching essentials to include.

ONCE-A-YEAR CONVERSATIONSNegative feedback during annual performance reviews does not motivate employees to improve. In fact, it has the opposite e�ect.

CONTINUOUS COMMUNICATION &

COLLABORATIONAmong companies with

dynamic evaluation models, 88% are committed to

recurring conversations.

NOT ENOUGH FEEDBACK65% of employees

said they wanted feedback more often.

FREQUENT FEEDBACKAfter companies remove rankings, managers talk to their employees 4 times more often. 43% of highly engaged employees receive feedback at least once a week.

CHECKING BOXES66% of employees say their current performance review process interferes with their productivity, and 65% say it isn’t relevant to their jobs. In fact, 30% of performance reviews actually decrease employee performance.

A FOCUS ON FUTURE

PERFORMANCEOrganizations where employees

review their goals at least quarterly were 4X as likely to score at the

top of Bersin by Deloitte’s Total Performance Index.

FOCUSING ON THE WRONG THING

Only one third of employees who get the highest score in their

performance review are actually the organizations’ top contributors.

THE WHOLE PACKAGE77% of happy workers think their supervisor focused on their strengths (compared to 4% of disengaged workers).

A COOKIE-CUTTER APPROACH58% of executives believe their current performance management approach drives neither employee engagement nor high performance.

PERSONAL ATTENTIONEmployees who thought they got to do their best stu�

every day were 44% more likely to earn high customer satisfaction scores, 50% more likely to have low

employee turnover, and 38% more likely to be productive.

(AND 5 TO AVOID)

DON’T SETTLE FOR:

Interferes with productivity

Isn’t relevant

Decreases performance30%

65%

66%

Reinventing performance management starts with increasing the quality and frequency of your

employee-manager conversations.

Want to transform your everyday conversations into great coaching?

Sources:

https://www.shrm.org/hr-today/news/hr-magazine/pages/0415-qualitative-performance-reviews.aspxhttp://www.gallup.com/businessjournal/20311/work-feeling-good-matters.aspxhttps://hbr.org/2015/04/reinventing-performance-managementhttps://www.fastcompany.com/3052135/why-the-annual-performance-review-is-going-extincthttps://www.o�cevibe.com/blog/infographic-employee-feedbackInsideOut Development, 4 Reasons to Dump Traditional Performance Management, infographichttp://blog.clearcompany.com/10-mind-blowing-statistics-on-performance-reviews-and-employee-engagementhttps://www.psychologytoday.com/blog/wired-success/201211/why-performance-reviews-dont-improve-performancehttps://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2014/hc-trends-2014-performance-management.html

insideoutdev.com | 1.888.262.2448

Coaching that works.

INSTEAD FIND:

COACHING ESSENTIALS

TO LOOK FOR IN YOUR NEXT

PERFORMANCE MANAGEMENT SYSTEM

more productive38%

44% higher customer

satisfaction

50% lower

employee turnoverService Award