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.
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 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?
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.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
5
more productive38%
44% higher customer
satisfaction
50% lower
employee turnoverService Award
