Performance Reviews
- 1. Performance Reviews SCONTRINO POWELL Organizational Psychologists Consultants in organization effectiveness, performance management, and employee selection www.scontrino-powell.com
- 2. Agenda Overview & objectives A short questionnaire Why review performance Effective review systems What to review Who should review Performance goals & objectives Reducing errors in reviewing The review session Workshop evaluation Scontrino-Powell Organizational Psychologists Performance Reviews
- 3. Scontrino-Powell Organizational Psychologists Performance Reviews Why review performance?
- 4. Components of successful systems Management support Ongoing feedback Diary, notes, or performance log Action plan to maintain or improve performance Regular performance reviews Formal Informal Scontrino-Powell Organizational Psychologists Performance Reviews
- 5. What to review? Results Performance Goals Objectives Project completion Etc. Behaviors Interpersonal skills Communication skills Cooperation Leadership style Involvement Etc. Scontrino-Powell Organizational Psychologists Performance Reviews
- 6. What to review? Two gray areas: Personality Attitude Scontrino-Powell Organizational Psychologists Performance Reviews
- 7. Establishing performance criteria The key question is: Scontrino-Powell Organizational Psychologists Performance Reviews What specific things, areas of performance, products, or results should you be reviewed on?
- 8. Setting performance expectations Two questions to be answered for each of the criteria used for review: What performance meets expectations on this criterion? What performance is above expectations on this criterion? Scontrino-Powell Organizational Psychologists Performance Reviews
- 9. Who should review? Who? Superiors Self Peers Subordinates Others Key factor: Has the reviewer actually observed the behavior and the results of that behavior of the person being reviewed? Scontrino-Powell Organizational Psychologists Performance Reviews
- 10. Using self review Decide the focus: All criteria Action plan Other Determine form and format Sharing the supervisor and self review Exchange before feedback session Exchange at start of session Alternate during the feedback session Determine in advance who is responsible for which criteria Scontrino-Powell Organizational Psychologists Performance Reviews
- 11. Performance development plans Opportunities, problems, or needs Objectives or goals Employee’s tasks Supervisor’s tasks Plan for achieving the objective/goal Expected results Review dates Scontrino-Powell Organizational Psychologists Performance Reviews
- 12. Writing performance objectives Remember MAST: Measurable Achievable or attainable Specific Time based Scontrino-Powell Organizational Psychologists Performance Reviews
- 13. Reviewer errors Reviewer errors refer to inaccuracies in our ratings. Typically reviewers are unaware they are making inaccurate ratings Scontrino-Powell Organizational Psychologists Performance Reviews
- 14. Reviewer errors: Type I Memory Halo Horns Scontrino-Powell Organizational Psychologists Performance Reviews
- 15. Reviewer errors: Type II Easy Hard Middle of the road Scontrino-Powell Organizational Psychologists Performance Reviews
- 16. Reviewer errors: Type III Similar to me Different from me Contrast error Stereotyping Scontrino-Powell Organizational Psychologists Performance Reviews
- 17. Performance review sessions Review preparation Review initiation Review structuring Review communication Review planning Review closing Scontrino-Powell Organizational Psychologists Performance Reviews
- 18. Review preparation The reviewer’s homework: Review job criteria and expectations Assess performance on key objectives Consider employee development and career development Complete the form Schedule review session with employee Give copy of self-review form to employee Scontrino-Powell Organizational Psychologists Performance Reviews
- 19. Review initiation Review initiation refers to supervisor behaviors that set the tone for the review session. They are designed to: Show concern for the physical setting Express concern for employee comfort Convey warmth and receptiveness Scontrino-Powell Organizational Psychologists Performance Reviews
- 20. Review structuring Supervisors must communicate: How the performance review fits into the organizational framework How performance reviews impact the individual employee An outline or framework for the review session itself A clear definition of the supervisor’s role for each part of the review Scontrino-Powell Organizational Psychologists Performance Reviews
- 21. Review communication Attending Facilitating Clarifying Feedback Scontrino-Powell Organizational Psychologists Performance Reviews
- 22. Review attending behavior Attending behaviors include but are not limited to: Eye contact Relaxed physical posture Appropriate or natural gestures Verbal statements which follow what the applicant has said No interruptions Scontrino-Powell Organizational Psychologists Performance Reviews
- 23. Review facilitating behavior Facilitating behaviors are specific verbal and non-verbal invitations that encourage the applicant to state or explore a position Examples of verbal invitations: Can you say more? I’d like to hear more about that How do you see it? Can you give me more detail? Could you give me an example? Then? Scontrino-Powell Organizational Psychologists Performance Reviews
- 24. Review facilitating behavior Facilitating also includes specific non-verbal invitations such as: Head nods Eye contact Leaning forward Narrowing physical distance Scontrino-Powell Organizational Psychologists Performance Reviews
- 25. Review clarifying behavior Clarifying behavior uses specific verbal invitations on the part of the interviewer which admit a lack of understanding regarding the applicant’s communication. For example: I’m confused I’m not sure I understand Will you restate that? I lost you there Can you give me an example? Scontrino-Powell Organizational Psychologists Performance Reviews
- 26. Review feedback behavior Feedback is specific verbal communication regarding the employee’s performance during the review period Scontrino-Powell Organizational Psychologists Performance Reviews
- 27. Supervisor’s feedback To make feedback effective, supervisors should: Describe employee behaviors Identify specific critical incidents Indicate the frequency of the behavior Address previously agreed goals Scontrino-Powell Organizational Psychologists Performance Reviews
- 28. High quality feedback Focuses on behavior and results Is specific Is sincere Avoids negative generalizations Leaves room to change your opinion Provides direction for change Is job-related Is timely Is ongoing Is not trivial, but focuses on important things Scontrino-Powell Organizational Psychologists Performance Reviews
- 29. Improving poor performance Describe in detail the poor work performance observed Indicate why it concerns you Ask for reasons, listen to explanations Indicate the situation must change and ask for ideas for solving the problem Go to the performance plan Scontrino-Powell Organizational Psychologists Performance Reviews
- 30. Why disagreements? The supervisor has failed to: Define standards of performance Discuss standards with employee Observe employee performance Provide feedback on a continuing basis Allow employee time to prepare for the review session Scontrino-Powell Organizational Psychologists Performance Reviews
- 31. Resolving disagreements Indicate there is a problem Identify your part in the problem first State basis for believing there’s a problem Restate your part of the problem Solicit employee feedback Express desire for a mutually acceptable solution Consistently move toward a planning sequence Scontrino-Powell Organizational Psychologists Performance Reviews
- 32. Review closing: employee take-aways Past performance Standards used How did I do? The future Standards to be used Objectives to be used Areas of agreement What is the plan to maintain or improve performance? Areas of disagreement How will these be resolved? Scontrino-Powell Organizational Psychologists Performance Reviews