Meaningful Performance Appraisals Personalized Goals and Feedback September

Meaningful Performance Appraisals: Personalized Goals and Feedback September 12, 2011 Performance Management HR. com Virtual Workshop

Meaningful Performance Appraisals: Personalized Goals and Feedback LEARNING OBJECTIVES

My Learning Objectives • Focus Areas – Personalized Feedback – Personalized Goals

Your Learning Objectives • Please provide your information in the questions panel – Your learning objective – Your familiarity with performance appraisals – Your role within your organization

Kari Rosand Scanlon, PHR Client-focused HR Consultant – Focus on customized HR solutions for small & mid-size organizations – Focus on HR & industry specific best practices – Focus on compliance matters

Meaningful Performance Appraisals: Personalized Goals and Feedback PERSONALIZED FEEDBACK

You Did It! Great Job! YOU’RE #1 Great Team Player!

Attendee Questions On a scale from 1 to 10, how important are the previous comments on a performance appraisal? On a scale from 1 to 10, how well do the previous comments connect employees to their manager and/or their company?

Thank you, Employee, for creating useful charts and re-organizing the department’s monthly report. The charts clearly highlight our key message, and the new format is less monotonous. These improvements have helped senior management evaluate our department’s progress.

Attendee Questions On a scale from 1 to 10, how important are the previous comments on a performance appraisal? On a scale from 1 to 10, how well do the previous comments connect employees to their manager and/or their company?

What is my first impression of the employee?

First Impressions • • Reliable Subject Matter Expert Innovative Responsible Team Player Organized Customer-focused Supportive • • Lazy Disorganized Forgetful Apologetic “un” skilled Reluctant Follower Impatient

Why do I think this way about my employee?

Because I Said So • Be specific – She is always – One time, she • Ask for examples

Why did this situation occur?

Situations • • • Current New Additional Request Requirement

Why does my employee’s conduct matter to the business?

Impact • • Work flow Deadline Upgrade Customer satisfaction

What is my first impression of the employee? Why do I think this way about my employee? Why did this situation occur? Why does my employee’s conduct matter to the business?

Worksheet • • What is my first impression of the employee? Why do I think this way about my employee? Why did this situation occur? Why does my employee’s conduct matter to the business?

Scenario Administrative Assistant is responsible for scheduling monthly meetings with 10 team members. Attendance during summer months is always low. However, attendance remains low for the remainder of the year. For the new year, the assistant asks team members for comment and suggests a new meeting time. Attendance greatly improves.

Scenario Please share your acknowledgment in the questions panel

Scenario Initiative Rating – 5 Assistant not only noticed that attendance at monthly meetings was dwindling, she asked team members for feedback before scheduling meetings for the new year. With this feedback, she was able to suggest a new meeting time which allowed more consistent attendance.

Scenario As a result of an employee survey, an executive learns that the call center manager receives high ratings from direct reports especially in the area of employee recognition. The executive also learns the manager has created a team motto, a peer-to-peer recognition program and frequently gives out personalized thank you notes.

Scenario Please share your acknowledgment in the questions panel

Scenario Manager has developed a strong team spirit within her department through the use of personalized thank you notes, a team motto and peer-to-peer recognition program. The impact of her work was reflected in the employee survey in which she received high ratings. It is also reflected in her department’s low turnover rate.

TIP Uncovering the layers of a situation applies to progressive discipline too.

Meaningful Performance Appraisals: Personalized Goals and Feedback PERSONALIZED GOALS

Goals • • • Improve customer service Increase sales Become a subject matter expert Cross train Stay current

Attendee Questions How often does your company use these types of goals? What other types of goals do you see often?

SMART Goals • • • Specific Measurable Attainable Relevant Time Focused

Worksheet • • • My goal is to… It supports our company because… I know I will have succeed when… I will achieve my goal by… My supervisor will support me by…

Comparison SMART Goal • • • Specific Measurable Attainable Relevant Time Focused Worksheet • My goal is to • I know I will have succeeded when • It supports our company because • I will achieve my goal by • My supervisor will support me by

Improve Customer Service My goal is to demonstrate our company’s commitment to customers. It supports our company because each customer provides revenue to the business. I know I will have succeed when customer retention improves by 10%. I will achieve my goal by the end of the fiscal year. My supervisor will support through quarterly updates.

Increase Sales My goal is to make our company best in class, which will allow us to retain customers and provide opportunities to employees. I know we will have succeed when sales reach $1 million dollars a year. My department will achieve this goal by the end of the calendar year.

Subject Matter Expert My goal is to guide co-workers in how to create and deliver effective presentations. I will conduct a needs analysis during first quarter, create a training program during second quarter and deliver the program during third quarter. I will have succeeded when co-workers give the program a 4. 0 average. The program will ensure a consistent message aligned with our company mission will be delivered. My supervisor will offer support on an as needed basis.

Cross Train • • • My goal is to… It supports our company because… I know I will have succeed when… I will achieve my goal by… My supervisor will support me by…

Stay Current • • • My goal is to… It supports our company because… I know I will have succeed when… I will achieve my goal by… My supervisor will support me by…

Scenario Please share your goal in the questions panel

TIP Create company wide initiatives that can roll down to departments, managers and employees.

My Learning Objectives • Focus Areas – Personalized Feedback – Personalized Goals

Presented by: Kari Rosand Scanlon, PHR Principal Consultant Spotlight HR Solutions kari@spotlighthrsolutions. com 612 -209 -5718 http: //www. linkedin. com/in/kariscanlo n © Spotlight HR Solutions