1 Driving Employee Engagement Through Performance Reviews Delivering Performance Reviews

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Transcript of 1 Driving Employee Engagement Through Performance Reviews Delivering Performance Reviews

  • Slide 1
  • 1 Driving Employee Engagement Through Performance Reviews Delivering Performance Reviews
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  • 2 2012 The Corporate Executive Board Company. All Rights Reserved. 25% Performance Retention 35% Review
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  • 3 2012 The Corporate Executive Board Company. All Rights Reserved. Review: Continued
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  • 4 2012 The Corporate Executive Board Company. All Rights Reserved. Presentation Review Use Effective Language Encourage Employee Input Communicate Performance and Pay Differentiation
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  • 5 2012 The Corporate Executive Board Company. All Rights Reserved. Use Effective Language Uses Overly Negative Words Common Pitfalls Makes Value Judgments Makes Generalizations Example: The main weakness that Id like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really bad job managing the Bouchard account as a result. The main weakness that Id like for you to focus on is attention to is your lack of administrative details. You submit paperwork on time and did a really bad job managing the Bouchard account as a result. never The main that Id like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really bad job managing the Bouchard account as a result. weakness The main weakness that Id like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really job managing the Bouchard account as a result. bad
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  • 6 2012 The Corporate Executive Board Company. All Rights Reserved. Do Emphasize words of encouragement Be descriptive when giving examples Frame problems as development opportunities Use Effective Language
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  • 7 2012 The Corporate Executive Board Company. All Rights Reserved. Do Emphasize words of encouragement Be descriptive Frame problems as development opportunities Use overly negative words Dont Make value judgments Make generalizations Use Effective Language Summary
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  • 8 2012 The Corporate Executive Board Company. All Rights Reserved. Presentation Review Use Effective Language Encourage Employee Input Communicate Performance and Pay Differentiation
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  • 9 2012 The Corporate Executive Board Company. All Rights Reserved. Encourage Employee Input Avoid difficult questions Common Pitfalls Express dissatisfaction with performance management systems/decisions Become defensive or apologetic Example: Situation: The employee asks a question Im not sure how to answer Response: I have no idea what the answer is. Maybe someone in HR can tell you. Situation: The employee is angry Response: Im sorry if this is coming across as harsh Response: Youre the one with a performance issue--attacking my ability as a manager wont change your rating Situation: The employee thinks they should have gotten a different rating Response: I didnt want to give you this rating, but I had no choice given how our system works.
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  • 10 2012 The Corporate Executive Board Company. All Rights Reserved. Respond calmly to negative reactions Do Own the feedback Schedule plenty of time Be candid, thoughtful, professional Follow-up if necessary Restate employee comments Encourage Employee Input
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  • 11 2012 The Corporate Executive Board Company. All Rights Reserved. Do Own the feedback Respond calmly to negative reactions Schedule plenty of time Avoid addressing difficult questions Express dissatisfaction with performance management systems/decisions Become defensive or apologetic Dont Encourage Employee Input Summary
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  • 12 2012 The Corporate Executive Board Company. All Rights Reserved. Presentation Review Use Effective Language Encourage Employee Input Communicate Performance and Pay Differentiation
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  • 13 2012 The Corporate Executive Board Company. All Rights Reserved. Discuss other employees ratings Common Pitfalls Make promises Use jargon Example: Heres how that will impact your compensation Overall, you received a rating of 4 thats the highest of everyone on your team! As a reminder: The profit-sharing component of your variable pay is calculated using a graduated, first dollar formula. I know the merit increase is less than you were hoping for, but if you can improve your presentation skills like we discussed, youll get a bigger increase next time. Communicate Performance and Pay Differentiation
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  • 14 2012 The Corporate Executive Board Company. All Rights Reserved. Do Explain the pay and performance decision processes Ensure the employee understands the terms Inform the employee of where his/her pay places them in their pay range Explain what types of behaviors are necessary to achieve different ratings (e.g., meets, exceeds) Communicate Performance and Pay Differentiation
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  • 15 2012 The Corporate Executive Board Company. All Rights Reserved. Do Ensure the employee understands the terms you use Inform the employee of where his/her pay places them in their pay range Explain what types of behaviors are necessary to achieve different ratings Reveal other employees pay or performance ratings Dont Promise that doing certain things will lead to different pay outcomes Use complicated compensation or performance management jargon Explain pay and performance decision processes Communicate Performance and Pay Differentiation Summary
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  • 16 2012 The Corporate Executive Board Company. All Rights Reserved. Delivering Performance Review Feedback: Use effective language Encourage employee input Communicate differentiation Presentation Review Additional Resources Manager Guide: 10 Keys to Improve Employee Performance through Formal Performance Reviews Manager Guide: Improve Employee Performance by Managing Reactions to Formal Feedback