PMS Webinar

THE
reluctant
WEBINAR
Performance
Management
WHY
reluctant?
ABOUT
marc
CONSULT TSG
EDUCATE TMI
PUBLISH TQ
WRITE OPTM
The State of HR & Talent

(according to others)
OUR
agenda
Before you start . . .

The Science
Setting Goals
Coaching
Reviewing
Q & A
www.TalentStrategyGroup.com
THEYRE
GUNNING
FOR US
theres clearly
AN ISSUE
BUT
PLEASE
DONT
chase
shiny
objects
SO WHERE
DO WE START?
start with
TALENT
PHILOSOPHY
PEFORMANCE
BEHAVIOR
DIFFERENTIATION
ACCOUNTABILITY
TRANSPARENCY
1. Create your talent philosophy
your
ACTIONS
W H A T S
YOUR
GOA L ?
performanceand
alignmentand
developmentand
engagementand
motivation
INCREASE
PERFORMANCE
CONSOLIDATED WIDGETS ANNUAL REPORT
2015
EARNINGS PER SHARE $3.41 $3.42

EBITDA
TOTAL ASSETS
WORKING CAPITAL
$31,010B
$5783.9B
$4321.09
your
ACTIONS

2. Pick ONE objective for PM
start with
THE
SCIENCE
be a
CAREFUL
CONSUMER
Research
Science
CONCLUSIVE
SCIENCE
SCIENTIFICALLY TRUE OR NOT?

1.
Employees achieve higher performance when they
set their own performance goals

2.
If you give someone harder goals they will work
harder to accomplish those goals

3. Our self-assessments of performance are more
accurate than peer assessments but less accurate
than our managers assessment

HOW WOULD YOUR PM DESIGN CHANGE GIVEN THIS
NEW INFO?

FAIL
powerful
EXAMPLE
THE
SCIENCE OF
RATINGS
nothing to do with
performance ratings;
not even a structured
experiment
MAKING
THE
PROCESS
WORK
GOALS
COACH
REVIEW
SETTING
GOALS
some
science
SET
GOALS
People with goals perform

better than those without
Bigger goals deliver bigger
results
Who sets the goal doesnt
matter
Fewer goals delivers higher
performance on those
items
making
IT WORK
Few, big, challenging goals

Creates more natural
distribution at cycle-end
Ensures focus on what
matters
Calibration <60 minutes
Audit Yes, I know you dont
want to, but . . .
YOU MUST STICK THE FIRST STEP

your
ACTIONS

3. Set a FEW, BIG GOALS; audit
COACHING
coaching
Yes, it should happen all the

time, but now back to reality
Make it embarrassingly easy
Regular and expected
Powerful but not punitive
2+2
COACHING
Quarterly with all directs

15 minutes each
2 comments about goals
reinforce or redirect
2 things to do more or do
less of going forward
accountability
100% Transparency on expectations
1 question audit
Have you had a quality coaching
conversation with your manager in the
past 3 months?
your
ACTIONS

4. Start 2+2 coaching
PLEASE LET IT
BE TIME TO
DISCUSS
REVIEWS!!!
LETS STOP
PRETENDING
THAT REVIEWS
FEEL LIKE THIS
Why Review at all?

Closure on goals
(More) objective
assessment
Differentiate
Determine pay
YOURE
NOT THAT
TALL
some
science on
REVIEWS
What matters
Voice State their point of
view (not rating)
Trust Credible source
Frequency Feedback-rich
environment
Objectives Clear criteria
But still, satisfaction is correlated with rating
success
with
REVIEWS
Do the all stuff mentioned

earlier - seriously
Simple discussion you
said you would accomplish
X and you accomplished ?
Pay discussion, if
appropriate
Development separate
AND
behaviors
YES, and
Few, most differentiating
(not good citizen)
~ 75%/25% weighting
Differentiate the 25%
Yeah, yeah, yeah, but what about ratings??????
PLEASE
EXCUSE
THE
NOISE
this is
NOT SCIENCE
Strtech of bad road
YOU
DONT FIX
THE ROAD
BY
PATCHING
ONE SPOT
DONT BE
DISTRACTED
BY SHINY
OBJECTS
RANKING AND
RATING ARE TOOLS,
NOTHING MORE,
NOTHING LESS.
IF YOU NEED THAT
TOOL, USE IT.
WHO WON? WELL, IS YOUR

TALENT PHILOSOPHY
ABSOLUTE OR
RELATIVE?
Photo of olympic podum
science of
FEEDBACK
We have an elevated view

of our competence
We dont like things that
challenge our self-image
50% of us are below the
mean
So, being rated wont always make you happy

RATINGS
drawbacks
Negative emotional
reaction possible to lower
ratings
When goals set poorly,
may not be correlated with
performance
Meets message often
feels disappointing
RATINGS
myths
No one likes them

They inhibit teamwork
They incent poor behavior
Its all manager bias
WHY
rate or rank
Rating force the tough

discussion youre good,
and thats average
Managers wont
differentiate on their own
More transparency
Without, compensation
becomes the ranking
LIFE IS RELATIVE.
TRYING TO HIDE
THAT SEEMS
SILLY.
your
ACTIONS

4. Start 2+2 coaching
5. Simple review conversations; use
ratings if they meet your needs
THE
reluctant
WEBINAR
QUESTIONS?
Performance
Management

PMS Webinar

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THE

The State of HR & Talent

Before you start . . .

1. Create your talent philosophy

EARNINGS PER SHARE $3.41 $3.42

1. Create your talent philosophy

SCIENTIFICALLY TRUE OR NOT?

People with goals perform

Few, big, challenging goals

YOU MUST STICK THE FIRST STEP

1. Create your talent philosophy

Yes, it should happen all the

Quarterly with all directs

1. Create your talent philosophy

Why Review at all?

But still, satisfaction is correlated with rating

Do the all stuff mentioned

Yeah, yeah, yeah, but what about ratings??????

Strtech of bad road

WHO WON? WELL, IS YOUR

We have an elevated view

So, being rated wont always make you happy

No one likes them

Rating force the tough

1. Create your talent philosophy

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