What Really Drives Employee Performance
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1) The document discusses whether annual performance reviews are still relevant and effective. It notes that for many organizations, performance reviews are seen as a painful, backward-looking tick box exercise that does not result in any real changes. 2) It advocates shifting the focus from performance reviews to ongoing performance achievement and management. Key aspects of effective performance management discussed include goal setting, feedback, coaching, recognition, and ensuring managers are trained. 3) When implemented well, ongoing performance management can help drive organizational performance through increased employee engagement, productivity, safety, and lower turnover. It is important to link performance management strategies to clear business outcomes.
What Really Drives Employee Performance
- 1. Is appraisal really dead? How to deliver sustained high performance through people. Lucinda Carney C.Psychol lucinda@actus.co.uk @actusappraisal
- 2. Lucinda Carney Professionally • Chartered Psychologist • Senior HR/L&D Background in Pharma & Telco till 2009 • People and Performance Management & Culture Change Consultancy • Founder Actus™ performance management software Personally • Married with two children • Back to netball player • Passionate about making a difference
- 3. How is the annual performance review viewed in your organisation? A: It is a strategic imperative B: Taken seriously but can be “de-prioritised” C: It’s a painful tick box exercise D: Non existent
- 4. Why is it so painful? • Backward looking • A snapshot in time • Nothing results from it • People go through the motions • People comply rather than see it as valuable • Doesn’t promote ownership
- 5. The focus is all wrong We need to focus on Performance Achievement not Performance Review
- 6. Lets take a look at the evidence Research Review: What really drives performance Conducted by: Dr Nuno da Camara Lecturer in HR and Organisational Behaviour at Southampton Business School
- 7. What are the biggest people challenges in your organisation currently? • Recruiting the right people • Retaining the right people • Productivity and performance • Management capability • Employee engagement • Something else?
- 8. What effective performance management looks like Cogs image with 8 items Goal setting Transparent communication Coaching & development Feedback and recognition Strategic alignment Reward for performance Trained managers Climate of trust
- 9. Making the links Quality People Management Organisational Performance Consistent People & Performance Management Transparency & Culture of Trust Clear Goals Feedback and Recognition Trained Managers Employee Engagement Performance Management Induction
- 10. It is all about ongoing, meaningful dialogue
- 11. Organisations with a Performance Achievement Culture are… 51% more likely to outperform their competitors on financial measures 41% more likely to outperform their competitors on nonfinancial measures Cascio (2011)
- 12. But how do we convince the ‘fluffy’ brigade ‘Engagement is now an accepted leading indicator of next year’s financial results’ Human Capital Institute; 2010
- 13. We have to speak their language Profitability Sainsbury’s found higher levels of engagement linked directly to sales performance contributing up to 15% of a store’s year on year growth. Productivity International Gallup survey showed that individuals with the highest engagement scores averaged 18% higher productivity than those in the bottom quartile. Safety Levels of employee engagement directly correlate with absenteeism and patient mortality in the NHS Absenteeism & Retention Hay found companies with high levels of engagement show turnover rates 40% lower than companies with low levels of engagement. Source: Engage for Success “The Evidence” & The Kings Fund Nov 2012
- 14. We have to align HR & OD with the needs of the organisation to gain real sponsorship Clear Expectations and Goals Regular Feedback and support Performance Achievement Focus More Donors More Lives Saved High Performing Charity
- 15. Practical take aways! • Replace performance review with performance achievement make it future focused and all year round • Gain sponsorship for HRM – link it to organisational outcomes • Motivate good management practice - make people management important, set clear expectations and monitor them • Recruit managers with the ‘people gene’ & upskill them • Be a passionate change leader rather than a custodian of process
- 16. Discussion points or questions? Contact me: Lucinda@advancechange.co.uk Tweet to us @actusappraisal www.actus.co.uk
- 17. Would you like a copy of the research? To download the Research Review or any of our free thought leadership, manager guides or white papers follow this link to the Knowledge Bank and help yourself!: https://actus.co.uk/register- page/