Measuring and Tracking Employee Performance Without Ratings

Team Plotting Discovery Method


pcUsing the Employee Performance Continuum you can calibrate employee performance without annual performance reviews and ratings.  Use this four-square  visual model and tracking tool to assess performance on two factors:  Work Results and Observed Behavior.


Our process allows for a team-led process to identify employees who fit into six performance types:    


On-Target Performers                                   

1.  High Potential Performance employees who are ready for more responsibility and next steps. 


2.  High Accountable Performance employees who consistently deliver on job responsibilities and work priorities plus exhibit expected behaviors aligned with your organizational values or competencies.



3.  Developing Employee Performance employees acclimating to a new or changing role and making expected progress. Enthusiastic, eager to learn, and making steady gains towards acquiring new skills, fulfilling job responsibilities, and meeting goals.


*Off-Target Performers                                  

*consider these employees "at-risk" and in need of performance coaching


4.  Expected Behavior/Low Work Output Performance employees who demonstrate on-target behaviors, but despite making an earnest effort, work results are below expectations, and as a result:  

a.)  The manager or colleagues have absorbed a portion of their work responsibilities.

b.)  The job has been scaled back to accommodate performance deficiencies, and is no longer the job the individual was hired for.

c.)   Ongoing intervention due to problems resulting from the work not getting done.


5. Mid to High Work Results with Value Detracting Behavior Performance employees who “get work done,” but with a pattern of unexpected behavior unaligned with workplace norms, your values or competencies. The observed behavior detracts from the employee’s overall performance effectiveness leading to disruptions such as:

a.)  Depleting the time and energy of others

b.)  Creating more work for the manager

c.)  Undermining team effectiveness

d.)  Slowing the progress of work

e.)  Hindering creativity and cooperation

f.)   Staff turnover 

g.)  Sending a message that behavior and adherence to your organization's values or competencies are not taken seriously

h.)  Spillover effects to peers who begin to mimic the wrong behaviors


6.  Off-Target Work Results with Value-Detracting Behavior Performance employees with low work output coupled with a pattern of problem behavior.  


How the Team Plotting Discovery Process Helps

Using the Employee Performance Continuum for our Team-Led Plotting Discovery Process provides an insightful forum for gaining clarity on the individual performance and needs of each employee in your organization.  The method ensures that your managers understand how to:

  • Use this information to help inform conversations that bring out people's best performance

  • Articulate what On-Target and Off-Target performance looks like in your organization

  • Identify at-risk employees who need support and coaching

  • Apply more consistent performance standards across the organization

  • Supplement the viewpoint of the manager with peer manager input for a more balanced view and accurate assessment.  Sometimes the manager’s original interpretation is confirmed, and at other times new information is presented; this is the reason we refer to this as a “discovery” process.    



How We Work With You

We will teach the Team Plotting Discovery Process and help run your first one or two meetings.  After that, you can run the meetings independently.  Part of the process includes training managers to assess employee performance.  Our clients usually combine the Team Plotting Process with the Conversations to Optimize Employee Performance and Potential workshop.

Commonly Asked Questions About This Process

Q:  How is this different from traditional calibration meetings?

A:  The Team Plotting Discovery process is similar to calibration meetings with one main difference:  the use of annual reviews and ratings do not enter into the process.  Managers learn how to talk about people and their actual performance.


Q:  How is this process different from the 9-Box method?

A:  The 9-Box method involves assessing two factors:  Performance and Potential.  Our process is primarily about Performance, which we break down into two elements:  Work Results and Observed Behaviors.  Yet, with this process, you will identify your high-potential employees. 


Q:  How often should the Team Plotting be done? 

A:  At least twice.  Once outside of salary administration time, and once close to salary administration.  


Q:  How can this help HR?

A:  HR gains insight into At-Risk Staff and can work with managers to craft interventions designed to course-correct off-target performance before it’s too late.  


Contact us for more information