Performance Appraisals

Help company to make decisions on work conditions, promotions, terminations and rewards

Manager can address performance issues and encourage better performance

Supports company goals and objectives and contributes to the bottom line

What are the benefits to the company?

Helps employee’s motivariton Improves communication Employee can share career goals

Benefits for the employee

Meet in a conference room Manager reviews job description and performance

goals Manager reviews prior goals from the last six months Manager reviews work rules and procedures Managers reviews documentation of work performance Manager reviews feedback from colleagues Manager reviews disciplinary memos Manager reviews prior performance review

Pre Appraisal Activities

Manager reviews self review Fill out the review form: List employee’s duties Fill out what the employee has done well Fill out what the employee needs to approve

on Fill out how you can help the employee to

improve their work

Pre Appraisal Activities cont.

Providing invisible feedback Springing the surprise Becoming the psychologist Putting the spotlight on flaws Delivering the lecture

What can go wrong during the performance review?

Halo effect Horn effect

What can go wrong during the performance review?

Set expectation early and set up “performance planning at the beginning of the year

Laying the groundwork Set the tone Constructively coach Hold your ground

How to make sure the performance appraisal adds value

Manager and employee meet to review goals Manager reviews goals and his notes Company can make decision on whether

retain, promote, demote or dismiss the employee

Employee can find out whether they have reached their goals and set new targets

Post appraisal activities

Career development is a key business strategy

Managing Human Resources “…companies will compete more on their workers’ knowledge, skill, and innovation levels than on the basis of labor costs or manufacturing capacity.”

What are the benefits to furthering the employee’s career goal?

Retain top talent Cost of refilling a position which can be 1.5

to 2x the salary Boost engagement and productivity among

employees Succession planning

What are the benefits to furthering the employee’s career goal?

Transfer of knowledge and retention Fill skill and role gap Employer branding

What are the benefits to furthering the employee’s career goal

Curphy and Hogan’s “The Rocket Model”

The Mission Talent Norms Buy-In Power Morale Results

The seven steps of “The Rocket”

Input Process Output

Hackman’s Inputs-Processes-Outputs Model

John Adair

Central question: Did the team perform as required both as a team and from an individual basis?

Were all team members skills were exercised and combined?

What was the participation level of all team members?

How did the team manages conflicts?

Top-Down AnalysisProject manager & the team leader

Team members rate each other Central questions:

Did each team member fulfilled their responsibility?

Did they support the goal of the team? Did they share their knowledge? Did they follow procedure? Did they respect each other? How did they resolve conflict?

Peer to Peer analysis

Puts an emphasis on both the team leader and the team menber

Why should be use the top down analysis?

The race car driver

The pit crew

Sucession planning is “…a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company.” (Healthfield, 2014)

Succession Planning

An organization relies on people to carry out its objectives, provide services and meet its goals

Why do we do succession planning?

The impending retirement of the baby boomers

We don’t have to reply on a limited talent pool?

It provides stability to the organization

Succession Planning

Involve all stake holders Assess all internal candidates Stress test and a simulation

Emergency time frame” and a “medium’ and “long term”.

Succession Planning: How To Do It Right”. (Miles, 2009)

Who can step in as CEO if the current CEO were to leave?

Who can we groom today, so that they can step into the CEO role tomorrow?

Does the organization have a support team to get the new CEO settled in?

Does the organization has a senior person available to serve as a coach to the new CEO?

Questions to ask?

The onboarding process

The final step

Can we be used with any key position Develop more than just a job description for

a successor but also focus on competencies and experiences

Review internal candidates Assessed all candidates for short term and

long term fit Onboarding process

How can the succession plan be utilized?

Performance appraisals benefit both the company and the employee

A pre-appraisal process is necessary What not to do during a performance

appraisal? A performance adds value to both sides Post appraisal are necessary The value of career development

Summary

Top down analysis for team performance Succession planning benefits the company Succession planning is not that hard

Summary continued…

Training on performance appraisal for all managers

Succession planning for all key position in the company.

* The END!

What do we do now?