Performance discussions can be one of the trickiest tasks for even the most skilled HR professional or manager. Employees generally dread the annual or semi-annual performance review, which can often be tied to whether or not they get a raise or bonus, and their managers are similarly averse to that event.
But, many successful companies, such as Accenture, Adobe, General Electric, Goldman Sachs, and Netflix, have found the annual or semi-annual review isn’t the way to go. They prefer a different approach to performance management, holding ongoing check-ins and more individualized feedback to motivate employees. Instead of the one-time, face-to-face discussion that usually leaves everyone feeling disappointed and queasy, some companies are implementing ongoing feedback and mentoring to encourage employees who are hitting home runs and put a fire under those who are striking out.
In most cases this involves retraining managers to be mentors and coaches. This type of approach allows employees to get regular feedback in smaller doses—with informal talks lasting 5-to-15 minutes. Unlike the annual review, where something an employee did months ago may come up for scrutiny, this approach is more immediate and has more instant results. In addition, coaches who motivate employees are quick to comment on the employees’ accomplishments and give positive feedback.
Join us on December 6, for an in-depth webinar on best practices for a different approach to performance management discussions to achieve success all year long. TalentCon 2019: The Employee Experience Revolution presenter Bill Schiemann, principal and CEO of Metrus Group, will provide practical, clear advice on how to change their annual performance management discussions to ongoing coaching and mentoring for more positive results throughout the year.
- How to rethink performance management and your company’s approach to giving reviews
- Why the annual or semi-annual review, often tied to compensation, can be ineffective in the long run
- Benefits of ongoing feedback as opposed to costly and cumbersome annual reviews
- How to convert managers to coaches and mentors
- How to plan and structure ongoing feedback conversations
- How to set goals and provide direction that is clear
- How to frame performance feedback in the context of an employee’s fulfillment at work
- How to set expectations for development as well as performance and respond to how employees meet those expectations
- Examples of how you can improve performance management in your organization
- And much more!
YOUR EXPERT INSTRUCTOR
William A. Schiemann is Principal and CEO of Metrus Group, and founder of the Metrus Institute. He is known for his pioneering work in the creation of the People Equity (ACE) talent optimization framework, strategic performance metrics and scorecards, organizational alignment, employee engagement/fulfillment and strategic employee surveys that link people to business strategy and drive high performance.
He has consulted extensively with many major corporations on the development and implementation of business strategies, people and HR measurement, talent acquisition and retention, productivity and quality improvement, and creation of high performance cultures.
He is a thought leader, global speaker and author in the human resources field, having written scores of articles and multiple books in the human capital area, including his latest book, Fulfilled! Critical Choices: Work, Home, Life (Secant Publishing, 2016).
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.