Modernize Performance Management

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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