Assess Employee Performance Without Ratings

Understand performance visually based on Work Results + Observed Behaviors

TEAM PLOTTING PROCESS

LEARN THE CORRECT WAY TO ASSESS EMPLOYEE WORK RESULTS AND OBSERVED BEHAVIORS TO TRACK PERFORMANCE EFFECTIVENESS THROUGHOUT YOUR ORGANIZATION. 

ACCURATELY ASSESS AND VISUALLY TRACK EMPLOYEE PERFORMANCE THROUGHOUT YOUR ORGANIZATION

The Team Plotting/Discovery Session teaches you how to properly apply the 4-Box Employee Performance Continuum to assess effectiveness throughout your organization. You will have a clear picture of employees in these categories:

High, mid-level/solid, new/developing, on-target behavior with off-target work results, on-target results with off-target behavior, and a combination of off-target work results and behavior. Within these categories, there will be variations and differing circumstances.

 You’ll learn how to uncover each employee’s unique qualities and opportunities for higher performance.

Tracking and Reporting Web Application

Use the 10MinuteConversation web platform to record, track, and report performance effectiveness across the organization by manager, departments, location, or division. Measure your employees’ progress and use the information to help inform the best plan for each employee (conversations and action items).

Reduce Bias in Assessing Employee Performance

With our coaching and guidance, you’ll build the internal capabilities to apply the assessment methodology accurately, fairly, and consistently. With real-life examples, ensure that the plotting points are correctly applied for Work Results and Observed Behaviors. You’ll learn how to uncover each employee’s unique qualities and opportunities for higher performance.

PARTICIPANTS WILL LEARN HOW TO:

  • Differentiate and assess work results and observable behaviors—Identify when Work Results and Behaviors are “On-Target” or “Off-Target”; recognize opportunities for course-correction, professional development, and advancement.
  • Share their perspective—Describe an employee’s positive contributions, identify issues, and areas for greater effectiveness.
  • Open up to new insights—Incorporate the perspective of peers and management to expand their point-of-view.
  • Engage in constructive conversations with peers and senior managers—Give and receive input for a more balanced and complete view of employee performance. Seek input about direct reports and share insight about the direct reports of your colleagues.

Experiential with the Goal of Developing In-House Capabilities for Ongoing Use

Learn by doing. While we accomplish assessing employee performance through the plotting sessions, you will also develop the capabilities to independently and confidently facilitate future sessions. Participants will learn-as-they-go. This session will further the knowledge of the managers who participated in the Conversations to Accelerate Employee Performance and Potential program.

The goal is to create a well-explored point-in-time visualization of current and planned employee performance.

How to Use the Information to Drive Higher Performance in Your Organization

Plotting is just the first step. The goal of using the Employee Performance Continuum to assess performance is not to “put people in boxes”.  In fact, the process needs to be introduced in a way where people feel it is fair and will be used constructively. 

The information should be used to facilitate productive conversations between managers and employees.  The plotting process is intended to work with the tools and skills learned in the Conversations to Accelerate Employee Performance and Potential Manager’s program (particularly the method for assessing and redirecting problem performance).  

ACCURATELY ASSESS AND VISUALLY TRACK EMPLOYEE PERFORMANCE THROUGHOUT YOUR ORGANIZATION

The Team Plotting/Discovery Session teaches you how to properly apply the 4-Box Employee Performance Continuum to assess effectiveness throughout your organization. You will have a clear picture of employees in these categories:

High, mid-level/solid, new/developing, on-target behavior with off-target work results, on-target results with off-target behavior, and a combination of off-target work results and behavior. Within these categories, there will be variations and differing circumstances.

 You’ll learn how to uncover each employee’s unique qualities and opportunities for higher performance.

Tracking and Reporting Web Application

Use the 10MinuteConversation web platform to record, track, and report performance effectiveness across the organization by manager, departments, location, or division. Measure your employees’ progress and use the information to help inform the best plan for each employee (conversations and action items).

Reduce Bias in Assessing Employee Performance

With our coaching and guidance, you’ll build the internal capabilities to apply the assessment methodology accurately, fairly, and consistently. With real-life examples, ensure that the plotting points are correctly applied for Work Results and Observed Behaviors. You’ll learn how to uncover each employee’s unique qualities and opportunities for higher performance.

PARTICIPANTS WILL LEARN HOW TO:

  • Differentiate and assess work results and observable behaviors—Identify when Work Results and Behaviors are “On-Target” or “Off-Target”; recognize opportunities for course-correction, professional development, and advancement.
  • Share their perspective—Describe an employee’s positive contributions, identify issues, and areas for greater effectiveness.
  • Open up to new insights—Incorporate the perspective of peers and management to expand their point-of-view.
  • Engage in constructive conversations with peers and senior managers—Give and receive input for a more balanced and complete view of employee performance. Seek input about direct reports and share insight about the direct reports of your colleagues.

Experiential with the Goal of Developing In-House Capabilities for Ongoing Use

Learn by doing. While we accomplish assessing employee performance through the plotting sessions, you will also develop the capabilities to independently and confidently facilitate future sessions. Participants will learn-as-they-go. This session will further the knowledge of the managers who participated in the Conversations to Accelerate Employee Performance and Potential program.

The goal is to create a well-explored point-in-time visualization of current and planned employee performance.

How to Use the Information to Drive Higher Performance in Your Organization

Plotting is just the first step. The goal of using the Employee Performance Continuum to assess performance is not to “put people in boxes”.  In fact, the process needs to be introduced in a way where people feel it is fair and will be used constructively. 

The information should be used to facilitate productive conversations between managers and employees.  The plotting process is intended to work with the tools and skills learned in the Conversations to Accelerate Employee Performance and Potential Manager’s program (particularly the method for assessing and redirecting problem performance).  

BOOK YOUR APPOINTMENT NOW

PERFORMANCE MANAGEMENT SHOULD ACCOMPLISH ONE THING

Driving and improving the performance of all employees in your organization.

Period.

Nothing more and nothing less.

CLIENT FEEDBACK

“I have never liked annual performance evaluations. This process keeps people’s work performance and behavior at their personal top level all year long!”                    

Following the first workshop, Conversations to Accelerate Employee Performance and Potential, we have the tools and skills to discuss performance and request feedback.   The Employee Performance Continuum, a way to assess performance without ratings, gives managers insight into what each employee should be doing and which department they are best suited for.  Our employees are comfortable engaging managers to help assist them to focus on their strengths and opportunities for development.

Joe Lantini

President

Dencap Dental Plans, Inc. 

We partnered with Employee Performance Solutions to tailor our performance management system to align with our employee-owned relationship-focused culture. The outcome is increased employee engagement, performance, and stronger relationships between managers and employees.    Five years in, we continue to hear positive feedback about the process from employees, managers, and leadership.  Employee and manager training coupled with a simple process keeps the program running and on track.

 

Kathy Doyle-Arena

Senior Director of Human Resources

Web Industries

“We replaced annual reviews with a robust, conversation-based program with frequent and meaningful performance development conversations throughout the year. It’s a co-owned employee/manager partnership using flexible conversation guides. The Employee Performance Continuum lets us measure performance improvements. Our CEO thinks it is the best performance management program and the process he has ever experienced.”

 

Paula A. Cloghessy

Chief Human Resources Officer

Translate Bio

“We replaced annual reviews with a robust, conversation-based program with frequent and meaningful performance development conversations throughout the year. It’s a co-owned employee/manager partnership using flexible conversation guides. The Employee Performance Continuum lets us measure performance improvements. Our CEO thinks it is the best performance management program and process he has ever experienced.”

 

Tracey Cahalane

Director of Human Resources

Microline Surgical

Blogs

MEASURING EMPLOYEE PERFORMANCE WITHOUT RATINGS

Tips, tools, and thoughts on modernizing performance management

THREE KEYS TO REDUCING DEFENSIVE REACTIONS TO PERFORMANCE FEEDBACK

In my article A Kinder Way to Look at “Low Performers”, I urge people to avoid using the term.

CREATING A POSITIVE PERFORMANCE MANAGEMENT EXPERIENCE FOR EMPLOYEES

For the last two years, kitchen tables and home offices have become the new office cubicle.

10 Steps to Successfully Revamp Performance Management

I’ve learned firsthand that making artificial modifications to performance management doesn’t work.

A Kinder Way to Look at “Low Performers”

Instead of labeling people as low or problem performers, do this instead…

A Successful Journey to Dropping Annual Reviews and Ratings

The catalyst for dropping annual performance reviews at A.I.M. Mutual Insurance started with Mike Standing.

Why You Should Stop Advising Managers to Give Feedback Early and Often

Continuous Performance Management Saves the Day One of the most fundamental.

All Posts

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READY TO MAKE A SUCCESSFUL TRANSITION TO THE CONTINUOUS PERFORMANCE

Shift the time and energy spent on reviewing past performance to increased frequency and quality of dialogue between managers and employees

We offer tools and training to show your managers and employees how to have candid, productive conversations about performance, expectations, and potential. Your managers will be able to confidently assess performance, identify areas for improvement, and know what to say, assuring they will give feedback early and often.

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