tim talk: stop the madness! reinvent your performance reviews!

1©2014 Saba Software, Inc.

Stop the Madness! Reinvent your Performance Reviews

Babak Salimi, Sr. Director Product Marketing


What do these companies have in common?


They all Eliminated Stacked Ranking…


58% of companies believe their

performance management process

1) is not an effective use of time

2) is weak in driving engagement

and high performance.

July 2, 2014 –“Disrupt The Employee Performance Process To Align With Business And Customer Outcomes”


Forrester Research report findings

• Once-a-year feedback

does not drive employee

engagement

• Traditional performance

ratings and rankings run

counter to teamwork and

collaboration

• Performance reviews are

an unproductive time drain

• Compensation and

performance evaluations

don’t blend well


For Example: Receiving Feedback

what is intended to be a

constructive and helpful

discussion quickly falls

apart when the appraisees

hear critical feedback


• Research has shown that when a person

is put in defensive, activity diminishes in

certain parts of the brain…

• when that happens, “people’s fields of

view actually constrict, they can take in a

narrower stream of data, and there’s a

restriction in creativity.” says David Rock,

author of “Your Brain at Work”

Performance Reviews put you on defensive


Only 23% of the HR

professionals surveyed

by CEB for their research

study felt that their review

process was satisfactory.


• Talent is top business

concern of CEOs in 2015

18th Annual Global CEO SurveyPublished Jan. 2015



• Talent is top business

concern of CEOs in 2015


1. Preserve Status Quo

2. Transform from a

rearview mirror employee

performance management

approach to a more real-time

employee performance

enablement & empowerment

paradigm

So, what should we do?


Effective Performance Management

• Cultivates engagement & continuous feedback

• Fosters coaching and development

• Enables talent mobility

• Lays the foundation for promoting a healthy dialogue between managers and their direct reports

Increasing employee engagement and productivity


• Need to boost engagement, collaboration & productivity

• Need to drive better performance results

• Need to improve retention across my org

• Need to increase agility & innovation

• Management directive for transformation

• Learning lessons from other companies

• Other reasons (please share in the chat panel)

What is your top reason for looking to change your traditional performance review process?


• < 25%

• 25% - 50%

• 50% - 75%

• > 75%

What percentage of your workforce is millennials?


Millennials a major force

www.meainfo.org


Key to Managing and Motivating Millennial Employees

Strong, involved management

Seeing the higher purpose in their work

Proper, timely recognition

Challenging, engaging, fun work

Embracing Modern Technology


• Recognize everyday

excellence through social

impressions, leaderboards

and badges

• Private feedback

“even-better-if”

• Smartphone and tablet

access allows for employee

engagement regardless of

physical location

Increase engagement with real-time feedback


Karen Endresen, Ph.D. at HealthStream Research


According to Bersin by

Deloitte, organizations

that do a good job of

recognizing employees

perform 14 times better

than those that don’t.

Effective Workplace Recognition

1. Recognize meaningful things

2. Make sure recognition is timely

3. Make recognition highly visible

and public

4. Make sure recognition is fair and

consistent


• Big Data & Analytics is

viewed as top priority

in 2015 by CEOs



Big Data Challenge


Big Data & Predictive Analytics for Talent Management


• Machine learning suggests

personal recommendations

on classes, mentors and

relevant content

• Create performance-driven

development plans for

individuals or teams

• Real-time collaboration tools

aid team management and

communication

Coaching and Development with Saba Cloud’s TIM, The Intelligent Mentor


Intelligent and proactive compensation recommendations improve retention and reduce costs

• Get proactive notifications of at-risk employees

• Leverage actionable analytics on cost of retention vs loss

• Reduce budget planning complexity with data to prioritize compensation investments


Intelligent Career Planning empower employee growth and self-development

• Empower employees to research and plan their careers

• Compare several paths and how to get there

• Leverage TIM’s guidance on classes, content, experts to fill competency gaps and mobility via open positions of interest


Simplified goal management improves productivity

• Enable alignment and transparency across the organization,with macro-level views and one-click navigation

• Mobile and Social


• Start with a culture of continuous learning and development.

• Continuously align employee goals with the organization’s business objectives.

• Stop the stack ranking!

• Simplify the performance management process.

• Invest in a performance management system with smart technology.

Transforming employee performance management


Find the leader inside


Q & A


Thank You

www.saba.com

facebook.com/SabaSoftware

twitter.com@SabaSoftware

linkedin.com/company/saba

tim talk: stop the madness! reinvent your performance reviews!

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