Modernize the Performance Appraisal

Bring performance management out of the dark ages to improve employee performance and engagement, and reduce costs for the business.

Onsite Workshop

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Without changing to a modern performance appraisal from a traditional one, organizations:

  • Are not helping employees understand how to improve performance.
  • Continue to give backward-looking feedback.
  • Create a disconnect with employees, resulting in disengagement and turnover.

By implementing a modern performance appraisal, organizations:

  • Provide more accurate, motivating ratings that include employee self-assessment.
  • Review both backward and forward looking feedback.
  • Reduce the feeling of stress in employees from unclear expectations.

Module 1: Set PM Objectives and Define Modern PA Process

The Purpose

  • Understand the modern approach to performance appraisals.
  • Assess your current state in terms of performance appraisal and metrics.

Key Benefits Achieved

  • Use McLean & Company’s modern performance appraisal framework to develop employees through meaningful and timely feedback and coaching.
  • Set modern performance appraisal metrics.

Activities: Outputs:
1.1 Assess your performance appraisal process.
  • Modern Performance Appraisal Effectiveness Scorecard
1.2 Define your organization’s performance management project objectives.
  • Defined objectives for performance management
1.3 Determine accountabilities.
  • Assigned accountabilities to program stakeholders
1.4 Tailor the modern PA framework to your organization.
  • Modern PA Check-In Meeting Guide
1.5 Set benchmark metrics.
  • Program benchmark metrics and baselines set

Module 2: Design the Framework and Customize Tools

The Purpose

  • Define core competencies.
  • Design the modern performance appraisal process.

Key Benefits Achieved

  • Organizational competencies and competency proficiency levels are determined.
  • Modern performance appraisal process is outlined.

Activities: Outputs:
2.1 Define core competencies to best suit your organization.
  • Finalized core competencies
2.2 Determine proficiency levels for core competencies.
  • Aligned proficiency levels with competencies
2.3 Develop a performance rating scale.
  • Performance rating scale designed and rationalized
2.4 Determine your organization’s rating scale.
  • Modern Performance Appraisal Template
2.5 Clarify the approach to goal management.
  • Documented approach using the goal management model

Module 3: Put the Framework in Action

The Purpose

  • Adjust feedback and coaching meetings.
  • Format the communication and training strategy.

Key Benefits Achieved

  • Calibration meetings are prepared to run.

Activities: Outputs:
3.1 Assess current feedback and coaching activities in your organization.
  • Identified challenges and gaps in current feedback and coaching activities
3.2 Develop performance rating calibration meetings.
  • Manager’s Guide for Performance Appraisals
3.3 Develop your communication strategy.
  • Designed program communication strategy
3.4 Modify the employee and manager training decks.
  • Manager Training Deck
  • Employee Training Deck
3.5 Establish manager strategies to integrate the PA process.
  • Modern Performance Appraisal Effectiveness Scorecard

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