Fixing or adjusting performance management always seems to be on the HR to-do list. Whether tweaking an existing system, creating something brand new, or exploring new software, we’ll help you step back and think strategically before taking action.
Our laser-focused consulting, training modules, and resources will help deploy a successful strategy customized to your organization’s unique values and culture.
We will partner with you to design and deploy a program that meets the expectations of today’s modern workforce. Our simple system, tailored to your organization, genuinely engages employees and adds to a positive, productive work culture – all while driving individual and organizational performance. We’ll help answer questions like how to assess and track performance without ratings, how to make pay decisions without ratings, branding, communication, how to ensure managers and employees engage in productive performance conversations, conversation frequency, and more.
Influence and Onboard Decision Makers and Key Players
It should be easy to convince people to move on from annual reviews and ratings. Few people rave about their organization’s amazing performance management process. Yet, some have difficulty imagining a process that doesn’t involve annual reviews and ratings. It’s all they’ve ever known.
The advice to managers of “Give feedback early and often” is a form of continuous performance management. However, only 6% of managers are adept at having open performance dialogues. We will guide you in going beyond just advising managers to provide feedback. Our tools, training, and simple process enable regular conversations.
The right continuous performance management process will improve communication between employees and managers. Conversations should go beyond the typical 1:1 discussions about projects, tasks, and updates. Employees should have built-in opportunities to discuss topics such as manager support, career/development interests, and barriers so that the manager is tuned in to the employee’s needs.
Set the stage for employees and managers to work collaboratively with a simple, quick preparation process that ensures meaningful performance development conversations between the manager and employee. Our method is called the 10-Minute Questions Conversation (10MQ). The prep work is five to ten minutes, tops. The meeting, guided by pre-selected questions, takes about 10 minutes and concludes with action items.
Looking for an alternative to annual performance reviews and ratings, but still want to measure and track employee performance? Learn how to create a richer more precise understanding of performance effectiveness throughout your organization using our Team Plotting process and visual model, the Employee Performance Continuum.
Use a standard set of tools and shared vocabulary to accurately and consistently assess and track performance
Prepare managers to speak with greater clarity and confidence about an employee’s current and planned/future performance. Learn how to guide and facilitate talent review conversations that incorporate new points of view with perspective expanding dialogue amongst peer managers.
We developed the Employee Performance Solutions web application at the request of clients wanting to automate their continuous performance management process. Our web application offers a simple visual model to help managers recognize and support the needs of each employee based on performance level:
We think of performance visually:
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.
Copyright © 2022 Employee Performance Solutions LLC