Ditching the annual performance appraisal for agile practices won’t necessarily solve your performance management problems.
Onsite Workshop
Without moving on from traditional performance appraisals in favor of a modern approach, 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 performance assessments that include employee self-assessment.
Review both backward- and forward-looking feedback.
Reduce the feeling of stress in employees from unclear expectations.
Module 1: Determine Your Current State and Identify Objectives
The Purpose
Decide the appropriate approach to performance management in terms of your organization’s need for, and readiness for, modern PM.
Assess your current state in terms of PM and metrics.
Key Benefits Achieved
Use McLean & Company’s modern performance management framework to develop employees through meaningful and timely feedback and coaching.
Set modern PM metrics.
Activities:
Outputs:
1.1
Assess your PM framework and identify challenges.
Current state defined.
1.2
Define your organization’s PM project objectives.
Objectives for future state determined.
1.3
Set benchmark metrics and take baseline measurements.
Metrics selected.
Module 2: Define the Building Blocks of Your New PM Framework
The Purpose
Design the modern performance management process.
Define organizational competencies and competency proficiency levels.
Prepare for calibration meetings.
Key Benefits Achieved
Modern performance management process is tailored for the organization.
Activities:
Outputs:
2.1
Tailor the modern PM framework.
2.2
Assess current feedback and coaching activities.
Determined the optimal approach to feedback and coaching for the organization
2.3
Clarify the approach to goal management.
2.4
Define the role competencies will play.
2.5
Determine proficiency levels.
Clarified how competencies and proficiency levels will be used for PM.
2.6
Develop a rating scale.
2.7
Plan for calibration meetings.
Calibration meetings are prepared to run.
2.8
Decide whether to use crowd-sourced feedback.
Discussed the approach to gathering employee feedback based the organization’s culture.
Module 3: Align HR Processes and Determine Action Plan
The Purpose
Format the communication and training strategy.
Customize guides for managers.
Key Benefits Achieved
Train managers and employees in the new PM framework, and track success.
A plan to launch and sustain APM effectively in your organization.
Activities:
Outputs:
3.1
Evaluate the alignment of other HR processes with PM.
HR processes and PM are aligned.
3.2
Determine rollout method.
3.3
Develop a communications strategy.
Rollout method and communication strategy set.
3.4
Customize the Modern PM Feedback & Coaching Guide.
3.5
Prepare to respond to pushback.
3.6
Plan next steps.
Next steps planned.
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Onsite 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 onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.
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