Bangalore, India | Mar-15-2016 Traditional Performance Management systems are in deep crises. Their industrial era approach is unable to meet the demands and thinking of 21st century people and organizations. Join this interactive workshop to discuss how Lean | Agile enterprises can push the reset button and move from an administrative Performance Management process to a successful iterative performance flow. This is a highly participative open space session and we will cover questions like: – Why is there a need to push the reset button on Performance Management? – How do we approach goal settings in an agile environment? What is the best balance between collective vs. individual goals? Can you align individual goals with agile thinking? – Why is there a trend to eliminate employee appraisals? Are 360-feedbacks the new employee appraisals? Can we still promote people without appraisals and less/no hierarchical structure? – How valid are traditional bonus models or are there better ways for remuneration and acknowledgement?

1. Agile India 2016 | Bangalore | Mar-15-2016
Fabiola Eyholzer | @FabiolaEyholzer | #AgileIndia2016
Workshop: From Traditional Performance
Management to Iterative Performance Flow
© 2016 Just Leading Solutions LLC. All Rights Reserved

2. From Performance Management to Performance Flow
How did your last performance review make you feel?
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 2

3. From Performance Management to Performance Flow
Performance Management is currently the most
scrutinized of all HR processes
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 3

4. From Performance Management to Performance Flow
Many companies are eliminating employee appraisals –
including 10% of Fortune 500 – and more are to follow
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 4
Sources: Performance Mgmt for the 21st C organization, Edie L. Goldberg SHRM Jul-152015 | NeuroLeadership Institute SHRM Jul-2015 | Dread Performance Reviews? This Company's Getting Rid Of Them, Dominique Mosbergen, The Huffington Post, Jul-2015 | Why GE had to kill its annual performance reviews after more than three decades, Max
Nisen, Quartz, Aug-2015 | In big move, Accenture will get rid of annual performance reviews and rankings, Lillian Cunningham, The Washington Post, Jul-2015 | Why Employee Performance Reviews Are So Old School, Millie Dent, The Fiscal Times, Jul-2015 | The Push Against Performance Reviews, Vauhini Vara, The New Yorker, Jul-2015
10%
of Fortune
500

5. From Performance Management to Performance Flow
It’s high time for change: Performance Management has
its roots in the 1950s post war era
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 5

6. From Performance Management to Performance Flow
Performance Management is (used to be) considered best
practice …
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 6
91%of companies

7. From Performance Management to Performance Flow
… and the process is fairly standard – regardless of size or
industry
Source: Mercer: Global Performance Management Survey Report, Mercer | SHRM: HR Professionals’’ Perceptions about PM effectiveness
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 7
Performance Rating 89%
5 Point Scale 57%
30%
16%
95% 93%
Formal
Goal Setting
Year-End
Review
Mid-Year
Review
Pay for Performance 89%
Forced Ranking

8. From Performance Management to Performance Flow
We invest billions into this system
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 8
Sources: Harvard Business Review April 2015: Reinventing Performance Management by Marcus Buckingham & Ashley Goodall | The Washington Post Jul-21-2015: In big
move, Accenture will get rid of annual performance reviews and rankings by Lillian Cunningham
Deloitte was spending close to
2 million hours a year on evaluations.
A company of 10,000 employees spends about
$35 million per year on annual reviews.

9. From Performance Management to Performance Flow
But how satisfied are we with the investment?
SHRM Survey: HR Professionals’’ Perceptions about PM effectiveness (Oct-21-2014) | Office Vibe "13 Disappointing Performance Appraisals Facts You Really Need To Know",
Sep-2014 | Corporate Executive Board 2014
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved
95%dissatisfied
managers
58%say doesn’t drive
engagement
2%of HR attests
grade A
30%say it decreases
performance
59%employees say
waste of time
9

10. From Performance Management to Performance Flow
We invest billions into a system that is clearly
underperforming
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 10

11. From Performance Management to Performance Flow
With such low ROI levels, why do so many companies
stick with it? Why the reluctance to change?
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 11

12. From Performance Management to Performance Flow
The tides are shifting and agile teams | organizations are
at the forefront
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 12

13. From Performance Management to Performance Flow
Agile teams take it one step further and really push the
reset button
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 13
Source: Just Leading Solutions LLC, Author Series

14. From Performance Management to Performance Flow
Agile teams bring a new mindset to Performance
Management
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 14
Source: Professor Nick Holley, Henley Business School, HR Tech World Oct-2015
process  conversation
historical  forward looking
negative  positive
individual  collective
rating performance  improving performance
measuring the past  focusing on the future
addressing weaknesses  building on strengths

15. From Performance Management to Performance Flow
What are some typical challenges to solve
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 15
How do you estimate
individual
contribution in
teams?
How do you ensure
feedback without
employee appraisals?
How do you pay for
performance without
ratings?
How do you
deal with low
and under
performer?
What are the new
yardsticks for pay and
promotion?
How do you
remunerate fairly and
individually without
appraisals?

16. From Performance Management to Performance Flow
Let us tap into all the ideas, experiences, and knowledge
in the room
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 16

17. From Performance Management to Performance Flow
And that is how we will do it
• Market Place of Ideas
• Present challenges
• Twitter votes
• Decide on sessions
• 10 minutes
• 2-3 Breakout Sessions
• Interactive discussion
• Moderated by challenger
• 15-20 minutes
• Solution Exchange
• Present key ideas/findings
• 15 minutes
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 17

18. Market Place of Ideas

19. Break Out Session

20. Solution Exchange

21. Thank you!
Just Leading Solutions
275 Madison Avenue
14th Floor
New York, NY 10016
nyc@justleadingsolutions.com
www.justleadingsolutions.com
Fabiola Eyholzer
CEO
fabiola.eyholzer@justleadingsolutions.com
+1 908 340 8091
@FabiolaEyholzer
Mar-15-2016© 2016 Just Leading Solutions LLC. All Rights Reserved 21