Performance Feedback – Best Practices for Engagement
Transcript of Performance Feedback – Best Practices for Engagement
Performance Feedback –
Best Practices for Engagement
Kristin Chase, Director of Organizational Development
November 16, 2015
Universal Orlando® proprietary information
Agenda
1. Intro to Universal Orlando Resort®
2. Importance and Impact of Feedback
3. Cycle of Ongoing Performance and Development Feedback
4. Keys to Successful Feedback
5. Evaluation Focus Areas
6. Documentation and Examples
7. Using an Online System to Support Feedback
Universal Orlando® Resort
• 2 theme parks in Orlando, Florida + 4 hotels + entertainment complex
• Year-round operation
• Offers rides, shows, and attractions, includes Food & Beverage and Merchandise
• 20,000 Team Members to run and support guest offerings
• Staff composed of:
o “Front of house” – Operational business
o “Back of house” – Support functions
• 80% of Team Members are Front of House, hourly employees.
Keys to Engagement
1. Communicate
2. Be Available
3. Identify and Address
a. Workload/Resource Concerns, Strategy/Priority Questions
b. Process Inefficiencies and Technology Needs
4. Recognize
5. Consider Scheduling Needs
6. Provide Adequate Training & Onboarding
Impact of Feedback
• Delivering effective feedback is one of the
most powerful tools a leader has to enable
strong performance from their teams.
• Delivering effective feedback is also one of
the most challenging jobs a leader has to do
on a regular basis.
• In a formal review, nothing should be a
surprise.
Cycle of Feedback
Setting Goals & Expectations
(current role) Creating Development Plans & Identifying Development
Activities/Courses
(future role)
Feedback from Leader, Peers, Colleagues
Evaluating Performance
(current role)
Evaluating Progress and Readiness
(future role)
System: Objectives & Accountabilities; Job Descriptions
System: Individual Development Plan (IDP) & Internal Resume
System: 360 Feedback, Team Member Satisfaction (TSAT) Survey, Performance Notes, Lead Observations
System: Formal Performance Evaluations
System: Human Resource Planning
(HRP)
Keys to Feedback
• Focused on observed behaviors
• Language is clear, concise and descriptive
• Includes both behavior and impact
• Honest and objective
“What I expected was…”
STANDARD
(S)
“What I observed was…”
OBSERVATION
(O)
“The impact was…”
IMPACT
(I)
Service Expectations
• Grooming Guidelines
• Show Ready• Clean & Safe• Smile!
• Know the FAQ’s• Have the Answers
or Know Where to Get Them
• Make recommendations
• 10/5 Rule• Look for Cues• Attend to Children• Celebrate and Have
Fun!
• Save the day with service recovery
• Own the issue• LAST – Listen,
Apologize, Solve, Thank
Evaluation Focus Areas
StrengthsDescribe how success was
achieved in terms of Competencies
Performance on GoalsSummarize
performance on each Objective/
Accountability
Development Opportunities Note Competencies that are critical for success next year
What Was Done How It Was Done How to Grow
Overall Evaluation
Recap key accomplishments that
justify overall rating and note focus for
future
What’s Next
Look Back Look Ahead
System Support for Feedback
Guiding Principles & Values
• Simplification of processes to make it the “Universal Way”
for leaders to conduct more frequent feedback conversations
and follow-up
• Integration of development processes/tools
• Encourages both performance feedback to excel in current
role and development feedback to establish readiness for
future roles
• Flexible to accommodate unique needs of our business and
empower administrators
System Highlights
360º Feedback:
Provides feedback on
your demonstration of
specific leadership
behaviors that reflect
executive or exempt
competencies
Individual Development
Plan (IDP):
As an “output” of 360
Feedback, an IDP
captures your strengths,
development needs and
career interests that are
critical to your success
as a leader at UPR
Internal Resume:
A snapshot of your
experience and
capabilities that can
serve as your
professional profile
Objective/Accountability
Setting:
Identifies goals and
priorities for the yearPerformance
Evaluations:
A formal review of
accomplishments
(based on objectives)
and executive or
exempt competencies
Human Resource
Planning (HRP)
Discussions and
reviews of leadership
bench strength,
potential, and
capabilities (utilizes
Internal
Resume//Performance
Evaluation “inputs”)
System Challenges
• 2000+ users in peak periods
• Connectivity with HR systems to keep data up-to-date
• “People don’t read”
• Maintaining “human” element
• Moving from compliance to commitment
System Advantages
• Automation of “paper pushing”
• Streamlining review of information
• Regular reminders
• Accessibility of data by HR & managers
• Alignment on goals
• Tracking metrics
• Supports conversations about performance and development
What You Can Do
• Ensure incorporate key
elements of the performance
& development process (e.g.,
alignment, self-input, development
plans, resume, peer feedback)
• Find ways to work virtually
through Intranets, email,
shared drives, etc.
• Make a case to obtain tech
support and resources
• Keep the focus on regular
“bite size” feedback
HARRY POTTER characters, names and related indicia are © & ™ Warner Bros. Entertainment Inc. Harry Potter Publishing Rights © JKR. (s15)The Cowfish and all related logos TM The Cowfish Sushi Burger Bar, LLC. All rights reserved. © 2015 MARVEL. Cabana Bay Beach Resort © 2015 UCF Hotel Venture II. All rights reserved. Woody Woodpecker ® Walter Lantz. TRANSFORMERS and its logo and all related characters are trademarks of Hasbro and are used with permission. © 2015 Hasbro. All Rights Reserved. © 2015 DreamWorks L.L.C. and Paramount Pictures Corporation. All Rights Reserved. Shrek 4-D © 2015 DreamWorks Animation LLC. All Rights Reserved. THE SIMPSONS RIDE TM Fox. The Simpsons TM & © 2015 Fox. Universal elements and all related indicia TM & © 2015 Universal Studios. © 2015 Universal Orlando. All rights reserved.
Thank You!