THE EMPLOYEE
PERFORMANCE CONTINUUM®

Visually Map the Performance Effectiveness of the Employees in Your Organization

Assess and Track Employee Performance Levels Without Ratings
and Annual Reviews

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Try Our 4-Box Employee Performance Continuum Employee Assessment Tool

ASSESS AND TRACK PERFORMANCE WITHOUT RATINGS

If you're looking for an organization-wide change to move away from annual reviews and ratings, but still want a way to assess and track performance we can help.

Assess performance accurately, fairly, and equitably—Recognize and minimize assumptions and common bias flashpoints.

We'll show you how to leverage the Employee Performance Continuum visual model to create a richer and more precise understanding of performance effectiveness throughout your organization. You'll experience a common set of tools and shared vocabulary to accurately and consistently assess performance.

Rating-less Performance Management Software

Our web application allows you to assess and track employee performance without ratings.

Our training and tools will help you assess and track performance based on two elements:

Work Results and Observed Behaviors.

Work Results describe what the person's getting done at work according to their job description and responsibilities.

Behaviors represent how well employees are interacting with their manager, their team, and others.

Using our Team Plotting process you'll accurately assess employee performance throughout your organization. The information is plotted visually on a graph, making it easy to see where employees fall on the Continuum and how they're progressing. You'll access your organization's rating-less performance metrics in our web application, an easy-to-navigate cloud-based tool.

THE EMPLOYEE PERFORMANCE CONTINUUM™ (EPC) ORIGIN AND BACKGROUND

Jamie Resker, Founder and Practice Leader of Employee Performance Solutions created the Employee Performance Continuum™ as an alternative to traditional performance review ratings. The model is the starting point that helps inform the right conversations between managers and employees and track ongoing performance progress. See more about our consulting support on how to assess performance without ratings here.

FROM THIS MODEL, WE'VE IDENTIFIED FIVE EMPLOYEE PERFORMANCE TYPES:

THE 5 EMPLOYEE PERFORMANCE TYPES EXPLAINED

Performance
On-Target Results and Behaviors
Performance
New to Role and Developing
Performance
On-Target Behavior/Off-Target Work Results
Performance
On-Target Work Results/Off-Target Behavior
Performance
Off Target Work Results and Behavior
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1. YOUR HIGH ACCOUNTABLE EMPLOYEES

"Upper Right" On-Target Work Results and Behaviors: Mid to high Work Results and expected value-adding Observable Behaviors (your dream employees!)

The expected percentage of employees who fall into this category: 40 - 60%, though ideally, this number should be 75% or more.

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2. YOUR NEW TO THE ROLE AND DEVELOPING EMPLOYEES

"Lower Right" On-Target Work Results and Behaviors: These are your new hire employees or people who have moved into a new/different or expanded role. People in this category are right where they should be and are making steady and expected progress. Continue supporting them with training, mentoring, practice, and feedback.

Expected percentage of employees who fall into this category: Depending on how many people your organization brings on, this could be anywhere from 5-20% of your employees.

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3. YOUR EMPLOYEES WHO DEMONSTRATE GREAT BEHAVIOR BUT OFF-TARGET, LOWER THAN EXPECTED WORK OUTPUT

"Lower Right" On-Target Behaviors, but Off-Target Work Results: This is the employee that's pleasant to work with, but despite making an earnest effort, their Work Results in some or most areas are continually below expectations. Their work may be reassigned to more competent staff, or the job is scaled back so much that it's no longer the job the person was hired for. This person may need extra support or a new role, which our method addresses.

Expected percentage of employees who fall into this category: It's not unusual for 5-10% of your employees to be here.

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4. YOUR PROBLEMATIC BEHAVIOR WITH ON-TARGET WORK RESULTS EMPLOYEES

"Upper Left" On-Target Mid to High Work Output, But a Pattern of Off-Target Value-Detracting Behavior: This is the employee whose Work Results are on-target, but a behavior(s) creates a negative impact. This person may demonstrate behavior that goes against organizational values, sets a poor example for others, or makes people avoid or work-around the individual. Often, this employee's behavior is a poor reflection on themselves and his/her manager, who seemingly allows the action to continue. Our methodology is beneficial in helping managers find the right words to help course-correct off-target behavior.

Expected percentage of employees who fall into this category: It's not unusual for 15 - 25% of employees to be here.

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5. YOUR OFF-TARGET WORK RESULTS AND OFF-TARGET BEHAVIOR EMPLOYEES

"Lower Left Quadrant": Yikes! Did this person retire and forget to tell you? Unfortunately, this is the individual whose behavior detracts from their overall performance contributions and they won't or can't accomplish the work.

Expected percentage of employees who fall in this category. About 8% of people in an organization fall into this category. The employee is easy to spot, and with the right support, can be redirected or exited.

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THE EMPLOYEE PERFORMANCE CONTINUUM

Try this visual tool to visually plot employee performance

THE PERFORMANCE CONTINUUM IS JUST THE STARTING POINT

READ ABOUT OUR TRAINING FOR MANAGERS HERE
  • WHERE ON THE CONTINUUM ARE YOUR EMPLOYEES?
  • WHERE DO YOU NEED THEM TO BE?
  • HOW WILL THEY GET THERE?
Equip your managers with tools and training to engage in conversations to drive and align employee performance:
  • Learn the right way to use the Employee Performance Continuum to assess performance
  • Identify areas for improvement or development
  • Know what to say

WANT TO TALK ABOUT THE EMPLOYEE PERFORMANCE CONTINUUM? HAVE QUESTIONS? LET'S CONNECT.