pms webinar

8/17/2019 PMS webinar

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THE

reluctantWEBINAR

Performance

Management


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WHYreluctant?


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ABOUT marc

!

CONSULT – TSG! EDUCATE – TMI

! PUBLISH – TQ

! WRITE – OPTM


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OUR agenda

! The State of HR & Talent(according to others)

! Before you start . . .

! The Science

! Setting Goals

! Coaching

! Reviewing

! Q & A

www.TalentStrategyGroup.com


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THEY’REGUNNINGFOR US


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there’s clearly AN ISSUE



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BUTPLEASEDON’Tchase

shinyobjects



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SO WHEREDO WE START?


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start withTALENTPHILOSOPHY

PEFORMANCE

BEHAVIORDIFFERENTIATION

ACCOUNTABILITY

TRANSPARENCY



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yourACTIONS

1. Create your talent philosophy


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W H A T ‘S Y O U R

G O A L ?


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performanceand

alignmentanddevelopmentandengagementand

motivation



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INCREASEPERFORMANCE

!"#$%$&' )!# '*"#!

+,-.

/012-

34$'45%6"7!6 8%6&!7' 9 "$$:"5 #!)4#7

!;%76"

747"5 "''!7'84#?01@;/20+-1,@

/012+


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yourACTIONS


2. Pick ONE objective for PM


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start withTHESCIENCE


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Research

ScienceCONCLUSIVE

SCIENCE

be aCAREFULCONSUMER



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SCIENTIFICALLY TRUE OR NOT


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powerfulEXAMPLE

“THESCIENCE OF

RATINGS”

nothing to do withperformance ratings;

not even a structuredexperiment

FAILwww.TalentStrategyGroup.com


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MAKINGTHE

PROCESSWORK


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GOALS

COACH REVIEW



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SETTINGGOALS


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some

science SET

GOALS

! People with goals performbetter than those without

! Bigger goals deliver bigger

results! Who sets the goal doesn’t

matter

! Fewer goals delivers higherperformance on thoseitems



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makingIT WORK

Few, big, challenging goals…

! Creates more naturaldistribution at cycle-end

!

Ensures focus on whatmatters

Calibration –


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YOU MUST STICK THE FIRST STEP


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yourACTIONS



3. Set a FEW, BIG GOALS; audit


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COACHING


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coaching

Yes, it should happen all the

time, but now back to reality…! Make it embarrassingly easy

! Regular and expected

! Powerful but not punitive



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2+2COACHING

! Quarterly with all directs

!

15 minutes each! 2 comments about goals –

reinforce or redirect

! 2 things to do more or do

less of going forward



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accountability

! 100% Transparency on expectations

! 1 question audit

! “Have you had a quality coachingconversation with your manager in thepast 3 months?”



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yourACTIONS




4. Start 2+2 coaching


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PLEASE LET ITBE TIME TODISCUSS

REVIEWS!!!


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LET’S STOP

PRETENDINGTHAT REVIEWSFEEL LIKE THIS


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YOU’RENOT THAT

TALL

Why Review at all?

! Closure on goals

!

(More) objectiveassessment

! Differentiate

!

Determine pay


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somescience on REVIEWS

What matters

! Voice – State their point of

view (not rating)! Trust – Credible source

! Frequency – Feedback-richenvironment

!

Objectives – Clear criteria

But still, satisfaction is correlated with rating


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successwith REVIEWS

! Do the all stuff mentionedearlier - seriously

! Simple discussion – “yousaid you would accomplish

X and you accomplished ?”

! Pay discussion, if

appropriate! Development – separate


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ANDbehaviors

YES, and

!

Few, most differentiating(not “good citizen”)

! ~ 75%/25% weighting

! Differentiate the 25%

Yeah, yeah, yeah, but what about ratings??????


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PLEASEEXCUSE

THENOISE


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this isNOT SCIENCE


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'ABACDE FG HIJ BFIJ YOUDON’T FIXTHE ROAD

BYPATCHINGONE SPOT


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DON’T BE

DISTRACTEDBY SHINYOBJECTS


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RANKING AND

RATING ARE TOOLS,

NOTHING MORE,NOTHING LESS.

IF YOU NEED THATTOOL, USE IT.


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)EFAF FG FKLMNOD NFJPM

WHO WON? WELL, IS YOURTALENT PHILOSOPHY

ABSOLUTE ORRELATIVE?


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RATINGSdrawbacks

! Negative emotionalreaction possible to lowerratings

! When goals set poorly,may not be correlated withperformance

!

“Meets” message oftenfeels disappointing



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RATINGSmyths

! No one likes them

! They inhibit teamwork

! They incent poor behavior

! It’s all manager bias



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LIFE IS RELATIVE.TRYING TO HIDETHAT SEEMS

SILLY.


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yourACTIONS




4. Start 2+2 coaching

5. Simple review conversations; useratings if they meet your needs


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THE

reluctantWEBINAR

PerformanceManagement

QUESTIONS?

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