Sponsored By:

© 2014 BLR ® and HR Hero® —Business & Legal Resources and HR Hero. All rights reserved. These materials may not be reproduced in part or in whole by any process without written permission.

Wednesday, April 29, 2014

2:00 p.m. to 3:00 p.m. Eastern 1:00 p.m. to 2:00 p.m. Central

12:00 p.m. to 1:00 p.m. Mountain 11:00 a.m. to 12:00 p.m. Pacific

Presented by:

B. Lynn Ware, Ph.D. CEO

Integral Talent Systems, Inc

This program has been approved for 1.00 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).The Program ID number will be emailed to the registered participant at the completion of the conference. For more information about certification or recertification, please visit the HRCI website at www.hrci.org.

Goal-Setting to Maximize Performance: How to Get Your Employees to Work SMART!

Goal-Setting to Maximize Performance: How to Get Your Employees to Work

SMART!Sponsored by

ITS Talent Management Solutions

ITS Clients

What we will cover…•How well-defined performance goals are essential to both your employees and organizational success

•How to write SMART goals •How to effectively set goals and rank employees’ accomplishments against clearly defined daily, weekly and monthly productivity metrics

•Whoops! What if things change?•How to identify personal contributions to a work unit’s results•How to work self- and peer-appraisals into your performance appraisal process

4

“A goal properly set is halfway reached."

© Integral Talent Systems, Inc. All rights reserved

What do we mean by “Performance”?

A behavior demonstrated in a particular way for another group of people that causes a defined result

Behavior Result

The Case for AlignmentMissionMission

Business Plan

Business Plan

Organizational Structure

Organizational Structure

Functional GroupsFunctional Groups

DepartmentsDepartments

TeamsTeams

IndividualIndividual

Example: Goal Setting Process

Increase year over year revenue by

25%

Generate 20% increase in

existing customer renewals

Generate 20% increase in

existing customer renewals

Generate 5% of renewals via

online customer alerts

Generate 5% of renewals via

online customer alerts

Generate 15% of customer renewals through field sales

activity

Generate 15% of customer renewals through field sales

activity

Generate 10% of new sales in

AsiaPac territory

Generate 10% of new sales in

AsiaPac territory

Hire 3 new salespeople by

end of Q1

Hire 3 new salespeople by

end of Q1

Other Tools to Use for Alignment

•Business Planning Sessions•Enterprise Software•Balanced Scorecards•Town Hall Meetings•One Page Business Plan (for alignment)

Employee Alignment Checklist

Hire for “intrinsic motivator fit”Team has specific plans that align with delivery of

2-3 most important biz goalsIndividual goals are aligned with biz planPerformance expectations are clearThere is regular, duplicated internal

communication via multiple delivery channels

Setting Performance Goals

SpecificMeasurableAttainableRelevantTime - Bound

ExampleTeam Goal: Create consistent brand marketing across the companyIndividual Goal:Deliver ten executive presentations creating a reusable slide template that can be leveraged across the company by adding at least 3 presentations per quarter to the Digital Library and gaining 100% usage by 60% of the company’s current employees by 12/31/13.

Best Practices

When possible, ask for employee inputDiscuss how the goal will be attainedAsk for commitmentWrite it down

Best Practices

•Have employees track their own progress•Provide encouragement in the face of obstacles•Expect failure•Reinforce effort•Recognize progress

Whoops! What if things change?

•Organize, manage and reassess your goals frequently•Assess the reasons for the change

Why Don’t Employees Perform?

•Alignment Problem•Skill Deficiency•Motivation Issue

What about Values?Measuring Adherence to Values

•Values are an important part of the company culture•How do we make the measurement of values

concrete, quantifiable, and qualitative?

Example

Public relations agency:

ImaginationImprovementIrreverenceInitiativeIntegrity

Example: Behaviors and Measurement

Initiative •Actively encourages people to volunteer new ideas and make suggestions for improvement of the business. (360 Feedback)•Encourages team members to initiate tasks or projects that they think are important. (360 Feedback; Meeting observation by manager)•Generates new ideas, products and/or services that create new opportunities for the company and clients (Peer and Manager 360)•Identifies future talent for the company (Number of recruiter assists/open reqs)•Takes time getting to know what types of recognition are most meaningful to the team member (Employee Engagement Survey)

Tracking Goals: Daily, Weekly, MonthlyGoal=Sales Calls

Monday Tuesday Wednesday Thursday Friday WeeklyTotal

Monthly Total

Phone 5 20 5 30 150

Face to face

1 2 3 1 6 20

Go To Meeting

2 1 3 15

Identifying employees’ personal accomplishments to figure out how they contribute directly or

indirectly to the success of their overall work unit

•With proper goal setting, cascading and tracking process, this becomes obvious.

ExampleGenerate 5% of renewals via online customer alerts = 150 renewals

Jan Baker15 YTD

Bob SmithYTD 46

Yee HongYTD 40

Eban HudakYTD 13

Kathy PelleshchiYTD 20

Karen BorkeYTD 11

How to work self- and peer-appraisals into your performance appraisal system

•360 degree tools – independent or connected to talent management enterprise system•Employee input before appraisals•Team meetings/peer reviews•New software available e.g. Bloom, Chronus or ITS

360 Peer Feedback Example

Management Practices ChecklistHires for track record of goal achievementMatches assignments to employee strengthsProvides clear job expectationsGains agreement to goalsProvides resources to do the jobDevelops employeeMonitors progressHolds check-in meetingsRecognizes progressPersonalizes recognitionWrites SMART Goals!

Thank you!Contact Information:

Dr. B. Lynn Waredrware@itsinc.net

Integral Talent Systems, Inc.www.itsinc.net

650-965-1806 x101

Disclaimers *This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. *This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.

Dr. B. Lynn Ware is an industrial/organizational psychologist with experience in the talent management field. She currently leads Integral Talent Systems, and her focus is on how to leverage the company’s investment in people to generate stronger financial outcomes.

SilkRoad is a leading provider of cloud-based, end-to-end HR solutions that enable customers to

find, attract, develop, and retain the best talent possible. SilkRoad strives to build value for its investors by delivering innovative solutions that enable customers to attract top talent and retain happy employees that drive their bottom line. SilkRoad’s award-winning Life Suite includes Talent Acquisition, Talent Development, and HRMS solutions that are delivered through a Talent Portal to drive greater engagement, collaboration, and user adoption. The suite is easy to deploy, easy to use, and affordable for businesses of every size.

Dr. B. Lynn Ware