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Performance MattersPerformance Management
Presentation Slides for Managers
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Getting Started
Welcome and introductions
Vital matters Fire exits Restrooms
Ground rules Cell phones/Laptops
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A Different Approach to Performance Management
Traditional performance appraisal systems focus only onpay or poor performance ours is different.
With goal-setting, development and useful feedback alongthe way
Its an exciting time to be apart of our Companya timeto realize our full potential
Our new performance management process enablesand energizes people to perform soemployees get as much out of their jobs as they give.
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Topics
Understand our performance management process
Create aligned goals Specific, Measurable, Attainable, Relevant
& Time-specific
Ask for and provide feedbackParticipate in a fair, collaborative assessment
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We All Have a Role
EMPLOYEEWork hard to achieve goals
Own their professionaldevelopmentSolicit, listen to and act on
feedback
Assess their performanceobjectively
MANAGERHelp set and clarify goals
Support employee developmentand possible career progressionProvide useful, frequent, candid
feedback
Assess employee performancefairly
COMPANYMake performance management/employee
development a business priorityEnsure fairness, consistency and process
integrity across all businessesProvide tools and processes to develop skills
and behaviors to enhance performance
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We Care About
=PERFORMANCE
RESULTSWhat we didRESULTS
What we did
+BEHAVIORS
How we did it
BEHAVIORSHow we did it
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Understanding theperformance management process matters.
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A Common Framework To
Provide clear relevant direction to individuals
Build teams of committed, aligned employees
Instill our values Integrity, Excellence, Teamwork, Accountability
Assess performance and talent
Accelerate talent development
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Performance Management
A simple three step process
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Goals
SET GOALS
Before or at the startof the fiscal year
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Feedback
ASK FOR ANDPROVIDE
FEEDBACK
Throughout the year
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Assessment
PARTICIPATE IN THE
ASSESSMENT
Upon completion of f iscal year
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Creating aligned goals matters.
S pecificM easurableA ttainableR elevantT ime-specific
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Goals
SET GOALS
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Creating Goal Alignment
Company Goals
Segment Goals
Business Unit Goals
Department Goals
Individual Goals
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The Goal-Setting Sequence
Manager reviews, makeschanges and/or additions
and finalizes
If appropriate,Managers Manager
reviews
Manager & Employee reviewgoals discuss, collaborate and
finalize
Manager providesemployee copy andplaces copy inEmployees file
Manager schedules andprepares for meeting
with Employee
Employee draftsgoals for next fiscal
year
Manager discussesorganization anddepartment goals and
provides copy
ManagersManager
Manager
Employee
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Individual Goal-Setting
As a Guideline 2-4 Performance Goals
Aligned with Companys goalsBest practice: Ensure team alignment
1-2 Development Goals
Focus on developing both strengths and development needsSome goals can change during the cycle
Write goals using the SMART format Specific, Measurable, Attainable, Relevant,
Time-specific
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Asking for and providingfeedback matters.
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Feedback
ASK FOR
AND
PROVIDEFEEDBACK
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Four Step Feedback Model
1. Describe what happened
2. Describe the impact
3. Check for understandingand get the persons views
4. Describe what youwant to happen
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Really Listening
Attending Skills Eye Contact
Non-distracting Environment
Following Skills
Minimal Encouragers Questions
Reflecting Skills Empathizing with Feelings Paraphrasing
Source: People Skills by Robert Bolton
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Asking For Feedback
How do you feel aboutasking for feedback?
How do you feel about
being asked to givefeedback?
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Participating in a fair, collaborativeassessment matters.
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Assessment
PARTICIPATE IN
THE ASSESSMENT
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The Tools
Goal-Setting
Employee & Manager CompletePurpose:
Goal agreementGoal alignment
Results tracking
ProfileEmployee Completes
Purpose:
Career highlightsInternal resumeLearn about your
employeeIdentify candidates for
open positions
Assessment
Employee & Manager Complete
Purpose:
Summarize resultsand behaviors
Employeedevelopment
Career planning
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The Assessment Sequence
Manager reviews goals (EYR),assessment & profile ;
makes changesand/or additions and finalizes
If appropriate,
Managers Manager reviews
Manager & Employee reviewgoals (EYR), assessment &
profile ; discuss, collaborate andfinalize
Final assessment issigned by Manager and
Employee. Managerplaces copy of goals
(EYR), assessment &profile in Employees file
Manager schedules andprepares for meeting
with Employee
ManagersManager
Manager
Employee
Employee updates profileEmployee conducts self-
assessment for past fiscal year
Employee completes End-of-Year Results (EYR) section of goal-setting form for year in review
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Assessment Sections
Performance Summary
Tyco Key Behaviors
Strengths and Development Needs
Key Quesitons
Best Next Moves
Development Plans
Summary CategoriesSignatures
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Key Behaviors
Integrity
Champions Integrity and Trust
Managerial Courage
Excellence
Customer FocusLearning/Change Agility
Teamwork
Builds Effective Teams
Manages Vision and PurposeManages Diversity
Accountability
Drive for ResultsBusiness Acumen
Copyright 1992, 1996, 2001-2003 by Robert W. Eichinger and Michael M. Lombardo. ALL RIGHTS RESERVED.
This work is derived from the LEADERSHIP ARCHITECT Competency Sort Cards developed and copyrighted byRobert W. Eichinger and Michael M. Lombardo for Lominger Limited, Inc. Without the prior written permission of
Lominger Limited, Inc., no part of this work may be used, reproduced or transmitted in any form or by any means, by orto any party outside of our company and its wholly-owned subsidiaries.
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Lomingers 67 Competencies (Behaviors)
What makes leaders / people successful?
Over 30 years of research (Center For Creative Leadership) Global, multiple industries
Stimulates common and consistent culture
Located in the back of both the Managers andEmployees Guides
Copyright 1992, 1996, 2001-2003 by Robert W. Eichinger and Michael M. Lombardo. ALL RIGHTS RESERVED.
This work is derived from the LEADERSHIP ARCHITECT Competency Sort Cards developed and copyrighted byRobert W. Eichinger and Michael M. Lombardo for Lominger Limited, Inc. Without the prior written permission of
Lominger Limited, Inc., no part of this work may be used, reproduced or transmitted in any form or by any means, by orto any party outside of our company and its wholly-owned subsidiaries.
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Program Summary
Understand our performance management process
Create aligned goals Specific, Measurable, Attainable, Relevant
& Time-specific
Ask for and provide feedback
Participate in a fair, collaborative assessment