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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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Scooped by Deb Nystrom, REVELN
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The Biggest Career Killer of All Time: The Performance Review

The Biggest Career Killer of All Time: The Performance Review | Talent and Performance Development | Scoop.it

[Here it goes:  Jenny's}  annual performance review.


Do you know where this was happening?


At Starbucks.


Her manager is giving her the results of her year-end performance in a public coffee shop. I know, because I was sitting at the table next to them as an innocent bystander.


What do you think Jenny is thinking right now while her manager is telling her this?


“Adobe ended performance reviews in 2012, after the employer noticed greater employee turnover after the annual reviews. [Their HR exec. said]...the reviews were an outdated process and made people feel like they were labeled.”


Schedule regular check-ins. I go out of my way to get feedback from my manager every two weeks. I put this on my client manager’s calendar as a recurring event.


Related posts by Deb:

    

     

     

    


Deb Nystrom, REVELN's insight:

There's more in the article about getting on your manager's schedule, asking questions.  I think you can go even farther than that, beyond "check-ins" - to act systemically.  Yet it is a significant step in the right direction toward ending what W. Edwards Deming called one of the "7 deadly diseases affecting management."  I've written about how to end, and begin anew.  Is it time for your organization?   Perhaps it's time to have a conversation.  If you'd like, you can contact me here for ways to begin.   ~  Deb

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Scooped by Deb Nystrom, REVELN
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10 Ways to Change Performance Management Circa 2013 ~ Bacal

10 Ways to Change Performance Management Circa 2013 ~ Bacal | Talent and Performance Development | Scoop.it

Ten shifts that are necessary to modernize and update how we manage performance.


Excerpts:


1) Negotiating Goals and Objectives, Not Dictating


3) Individualizing Expectations Even For Employees Doing The Same Job

Each person ....bring their unique strengths to the job. So, people in the same position often do quite different things, and should be ...recognized for their unique contributions.


4) Managers Understand Employee Engagement Can Be Fostered Through Proper Management of Performance

Performance management is THE tool to help establish meaning of work, because it helps employees understand how their jobs fit into the whole.


Managers need to understand, also, that the reliance on rating forms for evaluation is a waste, and tends to squash employee engagement.


8) Recognize Employee Performance Is Not Always Under Their Control and Focus On The System

...much ...of what employees do is dictated and influenced by the environments they work in. ....discuss ALL barriers to employee performance, ...and move to remove those barriers.


9 ) Human Resource Departments Need To Enable Managers, Not Insist On Conformity

Human Resources (HR) needs to enable managers by providing them with a variety of tools, rather than dictate a one-size-fits-all system that is imposed upon managers and staff.


- See more at: http://performance-appraisals.org/Bacalsappraisalarticles/articles/tenways.htm#sthash.NdhA5cod.dpuf


Deb Nystrom, REVELN's insight:

I've been following Robert Bacal for more than a decade.  For those ready to begin to take initial steps to let go of outdated performance practices that have low ROI, this is a helpful site and guide.  

He is also of the ilk of behaviorists including Aubrey Daniels.

For those who want to make the big leap, Robert Bacal's approach would be more incremental change, not transformational.    For those perspectives, stay tuned.  


~  Deb

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