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Webinars
The Future of Performance
Management: 2015 and Beyond
@7Geese #pmanagement2015
IT’S NICE TO MEET YOU.
Amin Palizban
CEO of 7Geese
Kelly Batke
Director of Marketing
AGENDA 1. What is performance management?
2. What are the components of performance
3. Why did we fail
4. The two philosop...
WHAT IS PERFORMANCE MANAGEMENT?
“Performance Management is a process of aligning
employee, team, and company performance t...
WHAT ARE THE FUNCTIONS?
Performance improvement
Coaching for Development
Performance Feedback
Employee motivation and enga...
WE SCREWED UP!
“More than 90% of appraisal systems are not successful”
“Only 5% of H.R. professionals were ‘very satisfied...
WHY DID WE FAIL?
PERFORMANCE REVIEWS PERFORMANCE MANAGEMENT!
ASSUMPTION 1
Different people, situations, and teams require
different processes.	

Defect
One process can effectively add...
ASSUMPTION 2
Managers are responsible for employee feedback and
development.
Empowerment is promoted as an organization va...
ASSUMPTION 3
Feedback, development, and performance improvement are
annual events.
Feedback should be available continuous...
THE SHIFT
Industrial revolution—> Information Age
Rigid Organizations —> Agile Workforce
Corporate Ladder —> Taking Owners...
THE TWO PHILOSOPHIES ON
PERFORMANCE MANAGEMENT
Competitive Assessment Model Coaching and Development Model
Underlying
theory
By carefully evaluating people against their...
2015 PM TRENDS
2015 PM TRENDS
1. Putting employees in the driver seat
Just like a professional tennis player that owns their career
and w...
2015 PM TRENDS
2. Elimination of ratings and rankings
The negative impacts of rating and ranking outweighs the
gains. Peop...
2015 PM TRENDS
3. Performance improvement mindset
A shift to a performance improvement mindset rather than
treating perfor...
2015 PM TRENDS
4. Building alliances
Based on trust rather than a employee vs management
separation. Creating win-win alli...
2015 PM TRENDS
5. Big Data and Analytics
HR has long operated without data. In 2015 and beyond big
data and analytics will...
HOW TO GET THERE
HOW DO YOU GET THERE?
1. Design new processes that empower the employee
2. Eliminate ratings and rankings
3. Create traini...
Try 7Geese Now!
www.7Geese.com
30-day free trial - no risk.
Q & A
THANKS FOR
JOINING!
A recorded version of this Webinar will be available
on our blog at blog.7geese.com
Webinars
Future of Performance Management: 2015 and Beyond
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Future of Performance Management: 2015 and Beyond

Performance reviews have long been on every employee and manager’s hate list. Yet we still conduct them.

Why? Because we know performance management is critical to business. The problem however is that for many years we viewed performance reviews as the only way to manage and improve performance.

Thankfully times are changing. We are no longer willing to accept a process and system that isn’t working. We now have expectations, and we all want more. More involvement, more transparency, and more accountability. This is making way for a whole new philosophy on performance management--one that questions a lot of assumptions we previously had.

In this webinar we have discussed:

--The two philosophies of performance management
--Performance Management trends for 2015 and beyond
--What used to work but no longer does
--How to transition from an annual review process to a model of continuous coaching

Future of Performance Management: 2015 and Beyond

  1. 1. Webinars The Future of Performance Management: 2015 and Beyond
  2. 2. @7Geese #pmanagement2015 IT’S NICE TO MEET YOU. Amin Palizban CEO of 7Geese Kelly Batke Director of Marketing
  3. 3. AGENDA 1. What is performance management? 2. What are the components of performance 3. Why did we fail 4. The two philosophies of performance management 5. 2015 Performance Trends 6. How to get there 7. Q & A
  4. 4. WHAT IS PERFORMANCE MANAGEMENT? “Performance Management is a process of aligning employee, team, and company performance to achieve organizational goals and objectives”
  5. 5. WHAT ARE THE FUNCTIONS? Performance improvement Coaching for Development Performance Feedback Employee motivation and engagement Talent Decisions Performance Management Performance Improvement Coaching Performance Feedback Talent Decisions Motivation & Engagement
  6. 6. WE SCREWED UP! “More than 90% of appraisal systems are not successful” “Only 5% of H.R. professionals were ‘very satisfied’ with their performance management systems.” ! ! Survey by Society for Human Resource Management
  7. 7. WHY DID WE FAIL?
  8. 8. PERFORMANCE REVIEWS PERFORMANCE MANAGEMENT!
  9. 9. ASSUMPTION 1 Different people, situations, and teams require different processes. Defect One process can effectively address all functions of the performance review.
  10. 10. ASSUMPTION 2 Managers are responsible for employee feedback and development. Empowerment is promoted as an organization value yet manager is the driver of feedback and development, not the employee. Defect
  11. 11. ASSUMPTION 3 Feedback, development, and performance improvement are annual events. Feedback should be available continuously at all times and performance improved whenever there is an opportunity. Defect
  12. 12. THE SHIFT Industrial revolution—> Information Age Rigid Organizations —> Agile Workforce Corporate Ladder —> Taking Ownership Gen X —> Millenials
  13. 13. THE TWO PHILOSOPHIES ON PERFORMANCE MANAGEMENT
  14. 14. Competitive Assessment Model Coaching and Development Model Underlying theory By carefully evaluating people against their goals and each other, we will create a higher performance organization By identifying strengths and weaknesses against a given position, we can coach and develop to improve performance Reinforced Behaviours Quantitative assessment of performance, bonuses tied to specific goals and objectives, comparative evaluation Development planning, careful identification, and communication of critical competencies, self and 360 assessment Underlying belief We want high performers We want the right people and the right behaviours History and Background GE, “the rugged individual,” competition breeds success, “Execution drives results Professional sports, Gen X, Gen Y values What we reinforce Corporation as a collection of processes and high performing people Corporation as a place for people to fulfill their potential and becomes successful *By of Bersin by Deloitte
  15. 15. 2015 PM TRENDS
  16. 16. 2015 PM TRENDS 1. Putting employees in the driver seat Just like a professional tennis player that owns their career and works with best coaches to excel, the shift of performance management is to put employees in the driver seat, rather than them being passive and forced through a process they can’t control
  17. 17. 2015 PM TRENDS 2. Elimination of ratings and rankings The negative impacts of rating and ranking outweighs the gains. People want to know how they perform relative to their potential and unique talents, not in comparison to others.
  18. 18. 2015 PM TRENDS 3. Performance improvement mindset A shift to a performance improvement mindset rather than treating performance management as an event, process or tool. The shift will create workplace cultures where there is transparency, open feedback, and constant strive to improve individual and team performance.
  19. 19. 2015 PM TRENDS 4. Building alliances Based on trust rather than a employee vs management separation. Creating win-win alliances between employees and the company that both helps the employee advance their career and helps the company improve performance and transform.
  20. 20. 2015 PM TRENDS 5. Big Data and Analytics HR has long operated without data. In 2015 and beyond big data and analytics will enable us to identify high performing teams and individuals, disengaged employees, and give us predictive insights on how to increase performance, engagement, and reduce turnover.
  21. 21. HOW TO GET THERE
  22. 22. HOW DO YOU GET THERE? 1. Design new processes that empower the employee 2. Eliminate ratings and rankings 3. Create training to embrace continuous improvement 4. Train leadership and managers on building alliances 5. Use technology that supports HR Analytics
  23. 23. Try 7Geese Now! www.7Geese.com 30-day free trial - no risk.
  24. 24. Q & A
  25. 25. THANKS FOR JOINING! A recorded version of this Webinar will be available on our blog at blog.7geese.com Webinars

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