annual performance reviews

Copyright © 2011 Catelas Inc. All rights reserved Human Resources Strategy

Annual Performance Reviews

Human Resource Officers


End of Year Reviews

Some companies admit their process is out-of-date:• “Intimidation aimed at preserving the boss’s authority” • “A prime cause of low morale”• “Performance reviews are just glorified pay negotiations”

How effective is your company’s Performance Review process?


Old school vs New school

Radical thought: scrap Performance Reviews !

Traditional Boss• Monitor• Supervise• Appraise

Modern Boss• Coach• Mentor• Guide

1. “This is NOT a discussion about pay” - pay is about market forces and is another discussion

2. “What can WE do together to improve our unit’s performance?”


What is Catelas?

We look at how employees communicate as a key indicator of performance. Why?

Collaboration is THE key driver that makes such companies successful

Successful companies …• Are attuned to market conditions• Are nimble• Try stuff, etc

Client provides new business idea


Introducing… collaboration maps

Helping you to instantly see the value of your employees – through their connections

Employee – Jane Smith

External Friends

Partners

Department Peers

R&D colleagues

Direct Reports• Visual maps - to show how well people are connected inside & outside the company

• Fully automated – no inputting required from employees

• No privacy issues – the maps show ‘how’ people are connected, NOT ‘what’ they are saying


Using Collaboration Maps

Start the conversation with… How well do WE collaborate around the company?

For example:• We work great as a department,

but we are isolated from the rest of the company

• We need to speak with more customers!

• You are on a key project with ‘Mark’ and yet you never communicate with him. Why?

Mark and Rebecca don’t communicate!Only 1 customer

contact


Not just for Performance Appraisals

Impact of losing key staff member

• Do you have a succession plan?• Who will replace this person?• What is the impact of losing these relationships

(inside and outside the company)?


Live Demo Demo

Spot the playmaker?

See her now?


Thank You

Robert Levey978 996 [email protected]

For more information contact

CatelasIt’s who you knowTM

mailto:[email protected]

http://www.catelas.com/


Old school vs New school

• Most people today work for multiple bosses, but report to just one

• Achievement or success in the work place has become very collaborative – or team driven

• An individual’s performance should be rated by customers, partners, peers and management

Let’s just look at the Boss-Subordinate relationship

360 degree reviews are helpful (but not always objective) … and take way too much time!

360 degree Feedback

annual performance reviews

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