Abolish the Annual Performance Appraisal and Move to an Agile System
Continuous coaching and feedback are more effective than traditional, static performance appraisals.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.A performance management system that is static causes:
- High turnover and costs for the organization.
- The inability to meet the needs of today’s ever-changing world of work.
- The inability of managers to identify low performers.
- Lost coaching opportunities for employees.
- Employees to receive feedback that is not timely and relevant.
- Employees to feel demotivated.
An Agile performance management system results in:
- Reducing voluntary turnover and increasing involuntary turnover.
- Reducing management costs.
- Developing and enhancing employee performance regularly.
- Saving managers an average of two hours of their time per employee, per year.
- Helping HR to focus on more value-added initiatives.
- Increasing employee engagement.
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed 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: | |
|---|---|---|
| 1.1 | Determine the effectiveness of your current performance appraisal system. |
|
| 1.2 | Assess your organizational readiness level. |
|
| 1.3 | Prepare for stakeholder buy-in. |
|
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: | |
|---|---|---|
| 2.1 | Use the 3Cs model to role play giving and receiving feedback. |
|
| 2.2 | Plan out what the APM will look like in the organization. |
|
| 2.3 | Plan the communication strategies from the business and from HR. |
|
| 2.4 | Brainstorm potential pushback from managers and solutions to their issues. |
|