is appraisal dead? do we need a new performance management .... appraisal is... · is appraisal...

Date www.local.gov.uk22nd July 2011 www.local.gov.uk

Is appraisal dead? Do we need a new

performance management culture?

WELCOME

#LGAWorkforce

Date www.local.gov.uk22nd July 2011 www.local.gov.uk

Performance

Appraisal?

Nigel Carruthers Senior Advisor

Local Government Association

“Performance Management Review”

‘Not only is the conventional performance review failing to

contribute, it can in many executives’ views

do irreparable harm.'

Renesis Likert

American social psychologist

Harvard Business Review

1959

“Performance Management Review”

• Renesis Likert’s comments echoed by council chief

executives today.

• HR Community, criticisms are commonplace.

• 80% councils in a recent LGA ASPIRE study managers

“felt that they should have devoted more attention to

addressing performance management issues”

• There’s been lots of studies & research though over the

years….

https://www.cipd.co.uk/knowledge/fundamentals/p

eople/performance/what-works-in-performance-

management-report

Jonny Gifford, CIPD’s

Adviser for

Organisational

Behaviour

https://www.cipd.co.uk/Images/in-search-of-the-

best-available-evidence_tcm18-16904.pdf

Cost of the “appraisal” to LG?

92% councils have an annual appraisal system, with on average

78% completion rate, based on average hourly rate £40 per hour

(manager and employee combined), and est. we spend at least 2

hours av. per appraisal….

We may know the cost of it (we don’treally)

but do we ‘understand the value’

£75m+?

“The words ‘can I give you some feedback’

have the same affect on the brain as someone

running up behind you in a dark alley wearing a

hoody,” she said. “I’ve seen journalists who

have been on the frontline in Afghanistan

quaking in fear at the thought of an appraisal.”

former BBC HR director

Lucy Adams

http://disruptivehr.com/a

bout-us/

ConditionsPolitical, Economic, Social,

Technical, Legal, Physical,

Resourcing and Procedures

AspirationsVision: goals, values

PerformanceActions and Outcomes

The peopleAttitudes, Skills, Knowledge,

Personal circumstance

Developing a performance Culture?

Copyright 2015© WHE (UK) Ltd.

Purpose

Interactions

http://www.whe-uk.com/

The ‘Deal’‘INDUCEMENTS’ ‘CONTRIBUTIONS’Manager Employee

Economic and Social Exchange

Relationship Quality

© Prof Helen Francis and Dr Martin Reddington

Measuring a performance Culture?

http://martinreddington.com/research.html

Improving PM Culture – is this different?

• Trying to simplify and de-clutter the process (define, unify, relevance)

• Emphasising the continuous nature of performance management, refocusing on

the skills of managers – coaching conversations

• Improving quality of the one-to-one interaction. E.g. Netflix process is voluntary

and driven by the employee.

• Giving attention to and prioritising the ‘golden thread’

• Reflecting positive psychology and neuroscience research by focusing on

personal strengths rather than weaknesses

• Using technology to standardise and speed processes without inadvertently

dehumanising them.

• Introducing values statements in place of competencies to reinforce the need for

certain behaviours and to guard against others.

ASPIRE the class of 2016….

https://youtu.be/v9BCogoDfkA

Rachel Jones,

HR Traded Services Manager,

Dudley MBC