CONTINUOUS PERFORMANCE MANAGEMENT ISN'T ABOUT CONVERSATIONS...

IT'S ABOUT HAVING THE RIGHT CONVERSATIONS

Do you want to make sure your employees and leaders have the tools and skills they need to have meaningful discussions about their careers paths, development, and performance? You’ve come to the right place!

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Performanece Managment
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 Our laser-focused consulting and hands-on workshops provide the building blocks for raising the quality and frequency of employee-manager discussions and connectivity.

  • We’ve combined neuroscience, Appreciative Inquiry, and over 20 years of discoveries to develop simple, big-impact changes in communication between managers and employees.
  • Our program content, tools, and templates create a system of building trusting work relationships that drive productivity, engagement, and openness to two-way feedback.

SHIFT FROM EVALUATING AND RATING THE PAST TO THE CONTINUOUS PERFORMANCE MANAGEMENT MODEL

  • –The traditional annual review, with its emphasis on ratings and past performance, is giving way to a more fluid and growth-oriented conversational-based framework.
  • –In continuous performance management, the emphasis is on two-way communication between managers and employees. Emphasizing open dialogue strengthens relationships, increases productivity, and brings people together.
  • –Employees gain a better understanding of their value to the organization when they are regularly informed about their strengths, contributions, and positive effects. Expressing gratitude and providing guidance in establishing future priorities boosts morale and the sense of certainty. Regular conversations can help identify and close performance gaps early on.

Continuous performance management training for managers and individual contributors

  • –Managers and employees will require training to prepare them for active participation, as well as a simple, conversation-centered process.  Employees can share their thoughts, discuss important issues outside of work, and give upward feedback during these discussions.
  • –We offer performance management skills training for employees and managers:

Yes, you can continue assessing performance without annual reviews and ratings

  • –It is critical to continue evaluating performance; however, instead of reviewing and rating past performance, use this data to inform conversations about what is working now and how to be even more effective in the future. The Employee Performance Continuum is our model for visualizing performance in a more inclusive, comprehensive way.

TRAINING AND SUPPORT

MANAGERS

Performance Coaching Training for Managers. Quickly develop the skills of your people leaders to provide performance-boosting feedback. Learn the essentials of analyzing performance, uncovering the highest impact area for development.

INDIVIDUAL CONTRIBUTORS

Conversations to Accelerate Your Performance and Potential. Show employees that you’re invested in strengthening relationships with their managers and actively helping them take charge of their career, performance, and development.

SUPPORT FOR HR AND TALENT PROS

Deepen the performance management knowledge and skills of your HR and talent team. Build your skills as an HRBP, Employee Relations pro, or another supporting HR member to successfully coach managers facing difficult-to-address performance issues.

ORGANIZATIONAL CHANGE

Want to modernize performance management throughout your organization? Transitioning away from annual performance reviews to the continuous performance management process can feel overwhelming. Where do you start, and how do you get it right?

OUR TRAINING EXPERIENCE

Here’s What You Can Expect

Experiential and customized

Workshops are focused, interactive, and matched to your organization’s needs, existing initiatives, and culture.

Facilitated live virtually

Real-time learning with activities, feedback, and peer interactions.

Quickly applied

Providing the necessary skills and tools for immediate use.

Focused on small actions with big impact

Workshops are focused, interactive, and matched to your organization’s needs, existing initiatives, and culture.

Learn, Try and Apply

Training is designed to learn a concept, try it out individually, and discuss and share the experience with a partner via breakout room.

Prepared and ready to go

Participants receive templates with instructions and assignments to begin using the process right away.

RATINGLESS PERFORMANCE MANAGEMENT

LOOKING FOR A WAY TO ASSESS EMPLOYEE PERFORMANCE WITHOUT RATINGS?

The 1 – 5 rating scale is too narrow to describe human performance accurately. It’s tempting to drop ratings, but a successful program is built around assessing and monitoring performance effectiveness.

An alternative to ratings is our model, the Employee Performance Continuum, a four-square image that helps assess and track Work Results and Observable Behaviors.

It’s a proven tool that supports managers to evaluate their team accurately and develop tailored performance-boosting coaching (*when appropriately used).

Services
We’ll set you up with a system to continue assessing and tracking performance with our methodology and online tool

We’ve developed a proven formula to help ensure performance is fairly assessed, and that bias and assumptions are recognized and minimized. The Performance Coaching program prepares managers to analyze performance and identify the most important thing the employee can start, stop, do more of or less of to be even more effective. The idea is to use the information with the right intent: helping and driving conversations that accelerate a person’s performance and potential.

PERFORMANCE FEEDBACK TRAINING

HOW DO YOU GET MANAGERS TO FOLLOW THROUGH ON THE MOST COMMON HR ADVICE OF “GIVE FEEDBACK EARLY AND OFTEN.”?

IT’S EASY TO ADVISE MANAGERS TO GIVE TIMELY FEEDBACK. BUT WHY DON’T THEY FOLLOW THROUGH?

The problem with feedback is that it’s hard to do. Most people don’t know what to say:

So what is the secret to getting managers to really give feedback early and often?

Giving feedback isn’t something that comes naturally for most people.

The bad news is that only about 6% of managers are highly skilled in holding candid conversations about performance. The good news is that it can be learned. Our performance coaching training prepares managers to know what to say with confidence:

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The key to making “giving feedback early and often” a reality is skills training and practice. Set your managers up for success by equipping them with the tools and ability to more comfortably and confidently provide performance-boosting feedback.

SEE OUR APPROACH

OUR APPROACH

YOUR 4-STEPS TO SUCCESS

#1: OFFER CONTINUOUS PERFORMANCE MANAGEMENT TRAINING

Quickly develop the skills of your organization’s people leaders to provide performance-boosting feedback. Go beyond manager training by showing employees you are invested in preparing them to actively engage in career, growth planning, and performance conversations with their managers.

#2: LAUNCH YOUR CONTINUOUS PERFORMANCE MANAGEMENT PROCESS

After training, your managers and employees are ready to engage in two-way dialogue focused on strengths, career/development, near-term priorities, and manager feedback. We call this the 10-Minute Questions Conversation. We’ll help you choose from over 300 conversation starter questions and topics.

#3: MINIMIZE BIAS IN ASSESSING EMPLOYEE PERFORMANCE

Learn to fairly and equitably assess performance with the Employee Performance Continuum. See performance as a combination of 0n-target Work Results + Observed Behaviors/Actions. Discover where your employees are and where you need them to be. This is the starting point for conversations to accelerate employee performance and help people fulfill their potential.

#4: AUTOMATE THE PROCESS WITH OUR WEB APPLICATION

Use our web application to track and assess rating-less employee performance and progress. HR and Talent pros gain insight into the quality of conversations and the matchup between the employee’s most recent performance assessment. Enable managers and employees to prepare the 10-Minute Questions agenda, access prior discussions, share notes, and document action items.

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.

MEASURING EMPLOYEE PERFORMANCE WITHOUT RATINGS

Tips, tools, and thoughts on modernizing performance management

Connect with us

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.