Research from Corporate Executive Board found that the average manager spends more than 200 hours a year related to performance reviews. That's the equivalent of 25 business days - nearly a month of work. What's more, 90% of HR leaders don't even think reviews yield accurate information. So where does this leave performance management? How will it change moving forward? What can HR do to lessen the waste of time and resources?

1. 3 WAYS PERFORMANCE
MANAGEMENT WILL CHANGE IN 2016
June
14,
2016
Robin Schooling, HR Executive and Strategist
Eric Bauer, Product Marketing Manager, Globoforce

2. Robin
Schooling
HR
Execu1ve
and
Strategist
Eric Bauer
Product
Marke1ng
Manager

3. AGENDA
• Evolu1on
of
the
workplace
and
changing
needs
• Three
ways
performance
management
will
change
in
2016
• Ac1on
items
to
maximize
performance

4. WHAT DOES PERFORMANCE
MANAGEMENT MEAN IN YOUR
ORGANIZATION?

5. PM IS NOT A SPECTATOR SPORT

6. MATCHING THE PM PROCESS
TO THE WAY WE WORK
• Pace/project
cycles
• Matrixed
organiza1ons
• Increase
in
cross-­‐func1onal
teams
and
collabora1on
Can
your
employees
trust
the
Performance
Management
process
as
it
is
today?

7. Awkward
AWKWARD

8. INFREQUENT

9. SINGLE POINT OF FAILURE

10. Same Process, New Technology
SAME PROCESS, NEW TECHNOLOGY

12. COMPANIES DITCHING TRADITIONAL
PERFORMANCE REVIEWS

13. 2016

14. PERFORMANCE MANAGEMENT
PROCESS IS DYNAMIC
• Managers
are
clear
on
what
“good”
looks
-­‐
behaviors
and
performance
• Manager
acts
as
a
coach
• Con1nuous
check-­‐in
conversa)ons
/
Just-­‐in-­‐1me
feedback
• Talk
strengths-­‐based
development,
competencies
and
upskilling
in
addi1on
to
progress
on
tasks

15. POSITIVE FEEDBACK IS
CROWDSOURCED
• Employees
are
ac1ve
par1cipants
• Anyone
can
act
as
a
coach
• More
fair
and
robust
view
of
performance

16. PERFORMANCE MANAGEMENT
IS PERSONALIZED
Use
data
to
iden1fy
HIPOs
and
high-­‐
performing
teams:
1. What
are
the
capabili1es?
2. What
are
they
doing?
3. How
are
they
doing
it?
4. Who
are
they
doing
it
with?

17. PERFORMANCE AND
SOCIAL RECOGNITION
Social
recogni1on
allows
you
to:
• Gather
crowdsourced
peer
feedback
• Reinforce
the
right
behaviors
and
show
everyone
what
good
looks
like
• Start
reviews
with
data
and
improve
fairness
• Capture
a
history
of
achievements
to
reference
during
con1nuous
check-­‐ins
• Check
performance
ra1ngs
against
peer
posi1ve
feedback
• Iden1fy
Hi-­‐Po’s
through
eyes
of
peers

18. ACTION ITEMS
1. Iden1fy
desired
outcomes
2. Analyze
design
&
delivery
3. Strengthen
the
drivers
of
success

19. THANK
YOU