Posts Tagged ‘performance management system’

‘Twas the Night Before Performance Reviews

Thursday, December 1st, 2016

nightime-holidayTwas the night before performance reviews were due to HR.
Not a positive thought was stirring, as I drove home in my car.
The forms they lay scattered on my desk and floor,
In hopes that some miracle would walk through my door.

I squirmed in my chair as I tried to recall,
but  the visions of greatness did not come to me at all.
Goals and objectives and day to day grind,
We all had worked hard but, oh, never mind.

When all of a sudden I rose from my seat,
Thoughts sprang from my head, as I stood on my feet.
I started to write and I wrote and I wrote,
“The forms were all eaten by my brand new pet goat!”

The look on the face of HR was surprising,
And gave new meaning to all of ‘there’s a storm sure arisin’.
When what to my wondering eyes should appear,
But a look from my boss which gave new meaning to fear.

A little old man but sharp as a tack.
I knew in a moment he’s not giving me slack.
More rapid than words flying came out of his mouth,
And shouted and shouted as the meeting went South!

“Now dangit McGoo, all these people work hard!
Connor, and Connie, yes Donald and even Bernhard!
To the top of their game! to the long days they spend!
Now go away! go away! Don’t do this again !

As I sat at my desk and I got my head straight.
I will do the job well though these forms may be late.
So up through the night and into the next day,
I focused on all of the words I must say.

And then, with a twinkle and smile on my face
I headed to work to present my true case.
As I walked by my office and straight past my door,
I read all the words and then read them no more.

I was standing amongst the best team in the place,
And their eyes were a mist as I asked them for grace.
Applause began slowly and then cheers of joy,
As they sounded like children, each girl and each boy.

Their eyes – how they twinkled! Their smiles were a glow!
These reviews were as fresh as a new fallen snow!
Their mouths were dropped open as they read one by one,
I captured each plus, each best job they had done.

But their faces turned tight and they snarled showing teeth.
Confusion like smoke encircled their heads like a wreath.
They had a long face and with a sigh and a jerk,
Said, “hey, this review only covers the last month’s worth of work!”

I was stumped and perplexed, as I fell off of their shelf,
And I laughed when I heard them, in spite of myself!
A wink of my eye and a twist of my head,
Soon let them know I had nothing else to be said.

I spoke not a word, but went straight to my work,
I’ll fill out those forms, those misfits, those jerks.
But the clock alarm sounded and it filled me with fear,
It’s my fault, it’s my job to  keep notes through the year!

I sprang from the bed knowing this was a dream,
And away I drove swiftly to my office and team.
I heard in my head a voice whisper good cheer.

Our reviews don’t come once, they come all through the year!

If you need help with your performance review planning, learn more about CAI.

reneeCAI’s Advice & Resolution Advisor Renee Watkins is a seasoned HR professional with a diverse background in Human Resource. Renee provides CAI members with practical advice in a wide range of human resource functions including conflict resolution, compliance and regulatory issues, and employee relations.

 

Performance Management is Changing

Thursday, November 3rd, 2016

The following post is by Bruce Clarke, CAI’s CEO and President. The article originally appeared in Bruce’s News & Observer column, The View from HR.

Almost no one likes the performance management system at work, including employees, managers and HR.

Employees dislike infrequent feedback, the high-pressure focus on negative comments, ratings under 4 or 5, reviews given by untrained managers and too much subjectivity in ratings or comments.

Managers dread the time required, confronting problem performers, the disconnect with important work, rigid forms and barriers to paying high performers more. performance

HR really gets edgy when managers use the system to manipulate pay, submissions are chronically late, the total time and cost required is excessive and unjustified halo reviews damage legal defenses in terminations.

What to do?

WorldatWork* published an extensive review of performance management trends in its Q2 2016 Journal. HR experts, practitioners and consultants put forth their best current practices and strategies.  Surprisingly, much of the action is with smaller employers (under 500 people) and manufacturers.

The big trends are 1) frequent conversations rather than annual reviews, 2) simplified or eliminated ratings scales, and 3) input from peers and others. In fact, most organizations using these trends have some combination of new techniques plus the best features of their former system.

Frequent Conversations

Ongoing feedback strengthens relationships and promotes clarity. Sometimes these conversations are difficult, but frequency allows timely correction and coaching rather than delayed criticism. When managers talk monthly or quarterly with employees, everyone knows more about expectations, successes and hurdles.  The conversation is less of a review and more of a check-in.  There might be a simplified annual review and a year-end pay discussion as well.

Get Rid of Ratings

In general, top performers are offended by any rating below perfect. A debate over 4.6 versus 5.0 is not useful and may damage retention.  Reviews are not good at delivering precision and repeatability in ratings, anyway.  So, if we are irritating our best people, overrating our average performers and super-overrating poor performers to get them a raise, stop the madness!

Peer Feedback

A less common but interesting option is peer feedback. Usually, peer feedback is ongoing in the form of kudos and applause for work well done.  Software makes this easy to do and is readily available (such as SoundBoard).  Targeted comments on specific dimensions such as company values, results achieved and leadership skills might be sought.  When you seek constructive feedback from peers, everyone needs training in the how and why. The impact of good data is powerful.

So far, the experience with new approaches is good. They still take time, but improved linkage to company values, to the work required and to employee skill growth is significant.  Traditional and annual systems are slightly better at identifying the poorest performers.

HR has driven most of this change.  Successful users say you must get top leadership buy-in. Managers need training to understand the new processes and why the changes were made.

The right performance management system can be a competitive business advantage and retention tool. The wrong one can be, well, like the one you have right now. Contact CAI’s Advice & Resolution team to help your goal of the right performance management system.

Bruce Clarke c

Bruce Clarke serves as CAI’S President and CEO, and has been with CAI since 2001. Bruce practiced labor and employment law with the national labor law firm of Ogletree Deakins for 18 years. He is listed in The Best Lawyers in America and was selected as one of North Carolina’s Legal Elite by Business North Carolina Magazine. Bruce is 100% committed to helping companies maximize employee engagement and minimize workplace liabilities.