Abolish the Annual Performance Appraisal and Move to an Agile System
Continuous coaching and feedback are more effective than traditional, static performance appraisals.
- Traditional performance appraisals are not meeting the needs of today’s ever-changing world of work.
- Annual measurement of employee performance is static and demotivating to employees as feedback is not timely and relevant.
- One in four employees does not clearly understand what is expected of them on the job.
- An ineffective and static performance management system has staggering effects on employees within the organization, and can lead to unnecessary costs for the business.
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- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Agile performance management (APM) enhances the performance and development of employees on a constant and consistent basis. Ongoing, continuous feedback and goal setting is more effective than traditional backward-looking performance appraisals.
- Short-term goal setting drives the culture of Agile. Goal setting with your employees is the single most important thing you can do to drive productivity.
- A total overhaul of your performance management system is not always necessary. Tailor the level of agility of the APM system to suit the needs of your organization by using a full system or a hybrid system.
Impact and Result
- Use McLean & Company’s Agile performance management system to cut costs of traditional performance appraisals; save managers an average of two hours of time per employee, per year.
- Decide on the right Agile performance management system for your organization.
- Understand the Agile performance management framework and how to adapt it to your organization.
- Prepare for change by communicating at key touch points.
- Check up on employees and managers to make changes to your system as needed, and update your stakeholders with results.
Workshop: Abolish the Annual Performance Appraisal and Move to an Agile System
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Determine Effectiveness and Assess Readiness
The Purpose
- Decide what level of Agile is right for your organization by understanding the need for, and readiness for, Agile performance management (APM).
- Prepare to launch your system by developing the skills required for Agile, and making compensation decisions that align with your system.
Key Benefits Achieved
- Clarity on your organizational readiness for APM.
- Prepared to meet with stakeholders to gain project buy-in.
Activities
Outputs
Determine the effectiveness of your current performance appraisal system.
- Performance Appraisal Effectiveness Scorecard
Assess your organizational readiness level.
- Organizational APM Readiness Assessment Tool
Prepare for stakeholder buy-in.
- APM Stakeholder Slides
Module 2: Understand What the APM Will Look Like; Plan Feedback and Communication
The Purpose
- Ready your organization for the change towards APM through effective communication strategies.
- Plan how and when to follow up with your employees and managers, and review updated scorecard results to measure effectiveness.
Key Benefits Achieved
- A tailored APM model for your organization.
- Plans to launch and sustain APM effectively in your organization.
Activities
Outputs
Use the 3Cs model to role play giving and receiving feedback.
- The 3Cs model and its use with performance appraisal feedback is understood
Plan out what the APM will look like in the organization.
- Outlined APM plan
Plan the communication strategies from the business and from HR.
- Determined communication strategies
Brainstorm potential pushback from managers and solutions to their issues.
- HR is prepared for potential pushback from managers
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 13 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Decide on the right APM system
- Call 1: Interpret the results of the scorecard and assessment tool.
- Call 2: Get ready for your stakeholder presentation.
Guided Implementation 2: Prepare to launch the APM system
- Call 1: Customize the APM framework for your organization.
- Call 2: Use McLean & Company’s Agile Goal Template and Manager Feedback and Coaching Guide.
- Call 3: Adjust compensation decisions to reflect the new Agile process.
Guided Implementation 3: Ready the organization for change
- Call 1: Position the change as a business initiative supported by HR.
- Call 2: Customize the three-step communication process to your organization.
- Call 3: Review how executives can effectively spearhead the communication.
- Call 4: Determine methods to get managers on board with driving the change.
Guided Implementation 4: Plan follow-up
- Call 1: Conduct follow-up that will have an impact on your organization.
- Call 2: Determine how the APM system is currently operating in your organization.
- Call 3: Overcome pushback that you are receiving from managers on the process.
- Call 4: Review changes in the results for the updated tool input.
Contributors
- Paul Boston, Performance Management Consultant, Actus Performance
- Pat Reed, Agile Consultant
- Sandra Reder, President, Vertical Bridge Corporate Consulting
- Ellie Gates, Head of Global Management Excellence and Learning Strategy, Adobe Systems, Inc.
- Lori Powles, Human Resources Manager, Laser Technology, Inc.
- Karen Greaves, Agile Coach and Trainer, Growing Agile
- Teresa Steward, Director of HR, A Fortworth food distribution company
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