Abolish the Annual Performance Appraisal and Move to an Agile System
Continuous coaching and feedback are more effective than traditional, static performance appraisals.
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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.
- Decide what level of Agile is right for your organization by
understanding the need for, and readiness for, Agile performance management
- 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.
||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.
- 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.
||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.
||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