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Talent and Performance Development
Making sense of performance and talent development systems to create & sustain high performance in organizations. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation, social media and careers, SUBSCRIBE to Reveln.com/Tools/
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Adobe’s New Approach to Abolishing the Yearly Performance Appraisal: The Details

Adobe’s New Approach to Abolishing the Yearly Performance Appraisal: The Details | Talent and Performance Development | Scoop.it

Adobe is blazing a trail.  Rosemary Arriada-Keiper, Head of Rewards at Adobe reviews several of the compensation details of their new program.


1)  Has Adobe completely done away with performance appraisals (evaluating past performance)?

Rosemary: Yes, we no longer have performance appraisals.  While we still believe we need to evaluate performance, we believe this should be done on an on-going basis through regular feedback provided during “check-ins”.  These are on-going discussions between employees and managers about goals, status against them, what is working, what is not, whether goals need to be modified or reprioritized given the environment, etc.   ...These “check-ins” are not written. ...We encourage at a minimum that "check-ins" happen quarterly but we typically see monthly in practice.


2) Has Adobe completely stopped giving performance ratings?
 

Rosemary:  Correct, we no longer provide a rating.  ... because of  “check-ins” both managers and employees should have a very good sense of performance by the time managers need to make compensation recommendations.

4)   You mention there are rewards for key talent.  How are key/high performers selected...? 


Rosemary:  We have a separate process for that whereby discussions about key talent happen with leadership in the respective organizations.  We do identify who they are and they are “tagged” in the system as Key Talent (yes/no) but no rating per se. 

Key talent receives stock although occasionally they get cash.  Both managers and individual contributors are eligible.  The total pool is no more than 2% of the employee population.
 

5)  What has been the response from both managers and employees about this change in program?

 

Rosemary: Very positive. There’s lots of relief around not having to write annual performance reviews and label employees a certain way.  That said, the conversations managers have with their employee has had to shift from “these are the guidelines given to me by HR [to} push[ing}  managers to own their decisions and be able to articulate them (and defend if challenged). 


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  • Stay in touch with Best of the Best news, taken from Deb's  NINE multi-gold award winning curation streamsfrom @Deb Nystrom, REVELN delivered once a month via email, available for free here, via REVELN Tools.

         

              


Deb Nystrom, REVELN's insight:

Adobe made a huge jump away from their reviled stack ranking system, a move that even raised their stock prices.  

These are four (4) highlights from a longer article by Compensation Café shows how the revamped review, now called "check-in" without documentation, and the compensation system is now handled at Adobe.   Gone are the rankings, the yearly appraisal and ratings.

According to the head of "Rewards" at Adobe, it's been received quite positively.  

~  Deb

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Rescooped by Deb Nystrom, REVELN from Metaglossia: The Translation World
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Performance Appraisals, Numbers and Nuance. Behaviors and values matter.

Performance Appraisals, Numbers and Nuance.  Behaviors and values matter. | Talent and Performance Development | Scoop.it

There’s a bogus belief that gets in managers’ way when they evaluate performance - deceptively quantifiable metrics.

... Consider a [...] job that seems to offer a deceptively quantifiable metric: the performance of a translator. How do you measure a translator's performance?


The obvious, easy, and wrong answer: the number of documents translated.    ... it takes no notice of what is genuinely important - the ability to capture nuance.


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...translates each word accurately [or] ...captures what the writer really intended."

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The ability isn't hard to evaluate accurately. Just take a document written in a foreign language and give it to two translators.   Then take their two translations to a native speaker and ask, "Which one got it right?"


The native speaker will read the two documents and then comfortably say, "This one translates each word accurately. But this one - this one captures what the writer really intended."


Photo credit: by WordShore via Flickr.com CC   


Via Charles Tiayon
Deb Nystrom, REVELN's insight:

Assessment of performance includes clarifying what quality really means.  It isn't necessarily about volume in this example shows.  Would translators approve this measurement of this work?   Probably so.  ~  D

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S.M.A.R.T. Goals in Social Media or for Anything

S.M.A.R.T. Goals in Social Media or for Anything | Talent and Performance Development | Scoop.it

Short examples illustrate how you can use S.M.A.R.T. goals to improve your social media strategy [and to write better goals for anything.]

Specific
I want my fans to engage more
I want to increase my Page's People Talking About This number

"Engage more" is a nebulous, relative phrase. It could mean more people liking posts, an increase in comments, or any number of "engagement" measures. Instead, specify what metrics you will be using to measure your goals.


NOTE: New Facebook Insights allow us to drill down further and identify even more specific engagement metrics.

Measurable
I want my fans to engage more
I want to increase People Talking About This by 30%  

Set a specific, measurable number. Making your goals measurable will help you know whether or not they have been achieved.
 

- See more at: http://socialmediaclub.org/blogs/from-the-clubhouse/smart-goals-social-media#sthash.JZuLeRGm.dpuf

Deb Nystrom, REVELN's insight:

Here's a great way to get specific with measurement in social media progress, as well as understanding how to set specific goals.  


Also, goal setting can also be a limitation if used to rigidly.   As long as it is used as a tool and adjusted for progress toward a clear purpose, SMART makes semse.  ~  Deb

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Deb Nystrom, REVELN's curator insight, July 12, 2013 2:06 PM

How to avoid those nebulous, relative phrases in goal setting - specific to Social Media.  This is re-Scooped from my companion Talent and Performance Development curation stream.  ~  Deb

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Classic, Systemic Performance Insight > Better: A Surgeon's Notes on Performance

Classic, Systemic Performance Insight > Better: A Surgeon's Notes on Performance | Talent and Performance Development | Scoop.it

Why the best doctors are so good, and how the rest can learn to improve.  These are useful, classic lessons for all of us in better understanding performance, both individual and systemic.


Excerpts:


Gawande divides the essays into three sections — “Diligence,” “Doing Right” and “Ingenuity” — based on the components “for success in medicine or in any endeavor that involves risk and responsibility.”

Each essay focuses on a problem — the importance of hand-washing, health care delivery in India, the role of physicians in executions — that Gawande uses to anchor wide-ranging reflections.

...Gawande shows us that hand-washing turns out to be a profoundly complex and... that the moral obligations of physicians to death-row patients are not as clear as life and death, and that providing care to the poorest in the world takes a degree of ingenuity that should be categorized not simply as “better” but as downright heroic.


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  • Stay in touch with Best of the Best news, taken from Deb's  NINE multi-gold award winning curation streams from @Deb Nystrom, REVELN delivered once a month via email, available for free here, via REVELN Tools.

         

              

      
Deb Nystrom, REVELN's insight:

I highly recommend this well written collection of insightful performance stories.   

Gawande demonstrates how focusing on patients, performance and the big picture, the system, leads to improvement for people and the profession.    So much change fails, as he illustrates, without systemic intervention and peer-to-peer learning and engagement.

He uses history, story, numbers and his own experience to provide compelling insights useful to understanding systems thinking in performance.  

His early examples and accounts of of controlling infection in hospitals provides an excellent view of how difficult it is to make changes in systems, and that it also is possible, and heroic to affect change with the right approach as well as dogged determination. ~ D

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Deb Nystrom, REVELN's curator insight, February 20, 2:19 PM

The book isn't new, but its insights into improving performance is compelling in using case examples for how challenging it is to help  change take hold in complex, resistant to systems - even when the intent to change is strong. ~ D

Richard Platt's curator insight, February 25, 9:39 AM

This is also an excellent example of how to understand and create Use Cases.  


The original curator of this scoop, Deb from Revelyn Highly recommended this collection of insightful performance stories.  

Gawande demonstrates how focusing on patients, performance and the big picture, the system, leads to improvement for people and the profession.  

He uses history, story, numbers and his own experience to provide compelling insights useful to understanding systems thinking in performance.  His early examples and accounts of of controlling infection in hospitals provides an excellent view of how difficult it is to make changes in systems, and that it also is possible, and heroic to affect change with the right approach as well as dogged determination.

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Peer Performance Reviews - Reviewed

Peer Performance Reviews - Reviewed | Talent and Performance Development | Scoop.it
Some companies are doing away with traditional top-down, manager-led performance reviews and relying on the rank-and-file for employee evaluations.


The system provides more valuable information about each worker's performance than a review by just one person would, Mr. Garrity says. That's particularly true at Hearsay Social, because it has very few formal managers, most employees work across multiple teams, and leadership changes from project to project.


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"We are decentralizing as much decision making as we can, so we also need to decentralize reviews..." 

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"We are decentralizing as much decision making as we can, so we also need to decentralize reviews," says Steve Garrity, the chief technology officer.  at Hearsay Social Inc., a San Francisco-based social-media software company with some 90 employees.


But the process, which the firm plans to do twice a year, is also time-consuming and complicated, he says, and it may not work as the employee count grows. 


___________________


...crowdsourced feedback may not provide better data....feedback may gravitate toward positive and negative extremes...

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...Crowdsourced evaluations go a step beyond traditional 360-degree reviews, which are generally more structured and often involve lengthy surveys.   


___________________


 "...Another potential downside is "rating fatigue" and lower quality information..."

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But critics argue that crowdsourced feedback may not provide better data. Like online restaurant or product reviews, feedback may gravitate toward positive and negative extremes, says Tracy Maylett, chief executive of DecisionWise.   ...Another potential downside is "rating fatigue" and lower quality information, he adds.

Deb Nystrom, REVELN's insight:

Assessing the "why" of these processes are key.  For example, the goals of peer review may fit the type of work that happens in  team oriented cultures of a certain size.  360 feedback is also best for newer to mid-level managers, open to development.  ~  D

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Robin Martin's curator insight, July 15, 2013 9:30 PM

Just think of how productive and beneficial this could be for a small team. After all, no one knows more about a team member better than another member of the team! 

David Hain's curator insight, July 16, 2013 4:11 AM

Fascinating experiment - hope it works!