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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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.
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
Redefine Performance Management
Flow State: A Gateway to Engagement, Performance, and Productivity
Adapt Performance Management for Teams
Foster Effective Feedback in the Workplace
Equip Managers to Coach Employees for High Performance and Development
Equip Managers to Have Effective Performance Appraisal Discussions
Equip Managers to Improve Poor Performance in a Hybrid Environment
Neuroscience and HR