Performance Management: Best Practices in 2014
[Pages:29]Performance Management: Best Practices in 2014
Paula H. Harvey, MBA, SPHR, GPHR
Is this how you handle Performance Management?
? Be Nice to Penny!
? BZyGF8
2
Learning Objectives
? Performance management vs. performance appraisal
? Creating the "right" environment
? Learning to develop "on going" performance oriented discussions
? Manager's role in developing, mentoring, goal setting, and maintaining high performance standards
? Review rating criteria and rating perils
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Performance Appraisal vs. Performance Management
A Matter of Perspectives
Appraisal
Management
One time event
Ongoing
Retrospective
Prospective
Short Term
Long Term
Correction oriented Progress steps
Completing form
4
Planning/goal setting
Performance Management Continuum
Performance Review
Performance Management
Goal Setting & Planning
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Performance Planning
Planning the Review & the Environment
? Advance planning ? self appraisals should be completed 2 weeks prior to managerial review.
? Plan for open dialogue ? opportunity to review performance, consider lessons learned, progress for period, and establish goals and objectives for next period.
? Lay out plan for performance discussions ? collect and review notes, statistics, citations and performance based examples.
? Schedule sufficient time to focus on the review.
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Planning the Review & the Environment
? Prepare to discuss the full range of issues which may arise in the performance management discussion.
? Don't exhibit defensiveness ? if employee criticism is justified due to management failure or lack of resources, accept, and move on to next area of review.
? Respect confidentiality of the review discussion when possible. If unlimited confidentiality cannot be promised, advise employee accordingly.
? No cell phones, no emails, no text messaging, 7 no electronic devices, no interruptions.
Planning the Review & the Environment
? Job description/addendums should tie together with performance management.
? Handle dissent professionally ? disagreements should be noted as a matter of record.
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