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.
Want to modernize performance management? 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?
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. Not many 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.
While the movement away from annual performance reviews and ratings is no longer a new concept, change is hard. We will help you:
Elevate the quality and frequency of back-and-forth performance development dialogue
The advice to managers of “Give feedback early and often” is a form of continuous performance management. Yet, just 6% of managers are skilled in having candid performance conversations. We will help you go beyond advising managers to give feedback to a process that guarantees regular conversations:
Steer your organization to the continuous performance management model
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.
Tailored to your organization, the 10MQ template will guide discussions and ensure organizational-wide continuity.
We'll set you up with a system to continue assessing and tracking performance with our methodology and online tool
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.
Ensure fair and accurate performance and potential assessments
We recognize the value of tracking the team plotting data using the Employee Performance Continuum, so clients have access to our online web application.
The application is available exclusively to clients using our continuous performance management process
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:
High, mid-level, new and developing, and combination performers showing on or off-target work results and observable behaviors
The reporting offers a simple visual way to assess, track, and support employee progress. Historical performance data is tracked and sorted by department, manager, or role.
The implementation of the tools and concepts learned during the Manager’s Performance Coaching training is supported and automated through the web application.
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We think of performance visually: