1 driving employee engagement through performance reviews delivering performance reviews
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1
Driving Employee Engagement Through Performance ReviewsDelivering Performance Reviews
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25%
Performance Retention
35%
Review
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Review: Continued
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Presentation Review
Use Effective Language
Encourage Employee Input
Communicate Performance and Pay Differentiation
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Use Effective Language
Uses Overly Negative Words
Common Pitfalls
Makes Value Judgments
Makes Generalizations
Example:
“The main weakness that I’d like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really bad job managing the Bouchard account as a result.”
“The main weakness that I’d like for you to focus on is attention to is your lack of administrative details. You submit paperwork on time and did a really bad job managing the Bouchard account as a result.”
never
“The main that I’d like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really bad job managing the Bouchard account as a result.”
weakness“The main weakness that I’d like for you to focus on is attention to is your lack of administrative details. You never submit paperwork on time and did a really job managing the Bouchard account as a result.”
bad
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Do…
Emphasize words of encouragement
Be descriptive when giving examples
Frame problems as development opportunities
Use Effective Language
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Do…
Emphasize words of encouragement
Be descriptive
Frame problems as development opportunities
Use overly negative words
Don’t…
Make value judgments
Make generalizations
Use Effective Language – Summary
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Presentation Review
Use Effective Language
Encourage Employee Input
Communicate Performance and Pay Differentiation
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Encourage Employee Input
Avoid difficult questions
Common Pitfalls
Express dissatisfaction with performance management systems/decisions
Become defensive or apologetic
Example:
Situation: The employee asks a question I’m not sure how to answer
Response: “I have no idea what the answer is. Maybe someone in HR can tell you.”
Situation: The employee is angry
Response: “I’m sorry if this is coming across as harsh”Response: “You’re the one with a performance issue--attacking my ability as a manager won’t change your rating”
Situation: The employee thinks they should have gotten a different ratingResponse: “I didn’t want to give you this rating, but I had no choice given how our system works.”
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Respond calmly to negative reactions
Do…
Own the feedback
Schedule plenty of time Be candid, thoughtful, professional
Follow-up if necessary
Restate employee comments
Encourage Employee Input
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Do…
Own the feedback
Respond calmly to negative reactions
Schedule plenty of timeAvoid addressing difficult questions
Express dissatisfaction with performance management systems/decisions
Become defensive or apologetic
Don’t…
Encourage Employee Input – Summary
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Presentation Review
Use Effective Language
Encourage Employee Input
Communicate Performance and Pay Differentiation
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Discuss other employees’ ratings
Common Pitfalls
Make promises
Use jargon
Example:
Here’s how that will impact your compensation…
Overall, you received a rating of 4— that’s the highest of everyone on your team!
… As a reminder:
The profit-sharing component of your variable pay is calculated using a graduated, first dollar formula.
I know the merit increase is less than you were hoping for, butif you can improve your presentation skills like we discussed, you’ll get a bigger increase next time.”
Communicate Performance and Pay Differentiation
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Do…
Explain the pay and performance decision processes
Ensure the employee understands the terms
Inform the employee of where his/her pay places them in their pay range
Explain what types of behaviors are necessary to achieve different ratings (e.g., meets, exceeds)
Communicate Performance and Pay Differentiation
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Do…
Ensure the employee understands the terms you use
Inform the employee of where his/her pay places them in their pay range
Explain what types of behaviors are necessary to achieve different ratings
Reveal other employees’ pay or performance ratings
Don’t…
Promise that doing certain things will lead to different pay outcomes
Use complicated compensation or performance management jargon
Explain pay and performance decision processes
Communicate Performance and Pay Differentiation – Summary
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Delivering Performance Review Feedback:
Use effective language
Encourage employee input
Communicate differentiation
Presentation Review
Additional Resources Manager Guide: 10 Keys to Improve Employee Performance through Formal Performance Reviews Manager Guide: Improve Employee Performance by Managing Reactions to Formal Feedback