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Performance Review

Administering your performance review

Administering your performance review

By on Jan 20, 2017 in Blog, Human Resources Consulting, Performance Management, Performance Review | 0 comments

The overall effectiveness of the performance review discussion can be greatly enhanced if specific guidelines are followed. Below are a few guidelines to consider for administering your performance review: Make an appointment with your employee for conducting the performance review. Choose a private location, with minimal distractions. Strive to minimize interruptions that could jeopardize important discussions. Do not schedule the session near a lunch break or at the end of the work day. Inform your employee that the performance review is a tool for discussing personal and professional growth and designed to improve future performance. The review session should be employee-oriented and include positive feedback, as well as an outline of areas of opportunity if applicable. Allow sufficient time to complete discussions. As the reviewer, remain positive, objectively subjective, and control your emotions. Be prepared to discuss ways to help your employee develop skills and/or modify performance. Be prepared to offer solutions or action plans for areas of opportunity. Be prepared to discuss salary, if applicable. A well-rehearsed performance review delivery is essential to achieve the desired results. Creating and following a discussion flow chart will help ensure a successful performance review discussion. Here is a sample of a performance review discussion flow chart to follow: Warm up – spend a few minutes in casual conversation to relax your employee. Purpose – explain to your employee that actual performance will be evaluated against the responsibilities outlined in their position description and strengths and areas of development will be discussed. Performance Evaluation Ratings – define each of the rating categories. Effectiveness – explain the rating category you have assigned to the items in each area and substantiate your rating with specific examples, where appropriate. Strengths and Areas of Opportunity – outline specifics as appropriate. Resolve Employee Concerns – encourage your employee to discuss and record any comments; answer questions that may arise. Action Plan – discuss a development/career focused action plan with your employee to improve performance and record in the appropriate area on the performance review form. Development and Career Planning – Ensure that your employee is concentrating on an area of opportunity or career development. Determine whether the item is short or long-term and when follow-up will occur....

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Developing your performance review

Developing your performance review

By on Jan 16, 2017 in Blog, Performance Management, Performance Management Consulting, Performance Review | 0 comments

You may find yourself asking “Why is developing the performance review so significant?” A performance review can easily have a long-term impact on your employee’s: Perception of job performance. Growth and development. Ability to be motivated to perform job requirements. Capability to be retained. Capacity to modify behavior to achieve desired business results. Salary increases. Future promotions. Careful development is crucial, as a poorly written performance review could result in serious long-term ramifications. Another important part of the performance review development process is your employee’s self-evaluation. The self-evaluation provides an opportunity for your employee to evaluate their performance from a personal perspective. A near consensus of the two review forms should exist if you have provided ongoing coaching and performance feedback throughout the review period. Should differences be anticipated, be prepared to discuss them. Observe the following guidelines for effective self-evaluations: Allow sufficient preparation time for each performance review. Distribute a copy of the performance review to each employee before being reviewed. Explain the importance of the self-evaluation process to each employee. Define how performance is evaluated [i.e., exceeds, meets, does not meet expectations]. Review performance review form completion steps with each employee. Do you have questions about effective performance review systems?  If you need assistance with this or other human resource needs, contact us and check out our blog for more helpful...

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Client Success Story – NineSigma

Client Success Story – NineSigma

By on Jun 15, 2016 in Blog, Performance Management, Performance Management Consulting, Performance Review, Success Stories | 0 comments

NineSigma is a great example of how Organizational Architecture assists its clients with performance management challenges by developing and implementing a new performance review process. NineSigma [www.ninesigma.com] helps organizations in the public, private, and nonprofit sectors ‘connect with the world’ to find new solutions, knowledge, and partners to accelerate their innovation cycles. NineSigma is located in Cleveland, Ohio. Bill Chorba, Chief Financial Officer at NineSigma, said, “Our staff dreaded completing performance reviews each year and viewed them as just another form to fill out; an administrative burden that added little value. We wanted something more meaningful for our employees that would help develop their performance, and in return help improve the performance of NineSigma.” “Organizational Architecture gave our managers a refreshing look on performance reviews, yet something simple, realistic, and effective.  They have provided us with all the necessary tools from timelines, forms, and communications to employees to create a seamless process. We are just completing our second year of performance reviews with the assistance of OA and they have helped us create an environment where performance is an ongoing conversation throughout the year between manager and employee. No longer do we simply conduct a one-time meeting each year so managers can fill out a form to stick in their employees’ folders.” Delivering an effective performance review is not an easy task for all managers. But when the right processes, training, and tools are in place, managers will be prepared to give their employees the feedback necessary to improve individual performance as well as that of the overall organization. Want to learn more?  Check out our blog or contact us at oa@oahumanresources.com or...

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Client success story – improving the performance review process

Client success story – improving the performance review process

By on Jun 13, 2016 in Blog, Performance Management, Performance Management Consulting, Performance Review, Success Stories | 0 comments

A recent success story shows that a performance review process can be effective with the right training, tools, and communication.  Our client is a global professional services firm headquartered in Beachwood, Ohio.  We started working with them after their CFO expressed the desire to make their process more effective and reached out to us for help. Our initial assessment of the performance review process uncovered these challenges: A multi-step process that was resource-intense but ineffective; Little understanding among managers and employees of the overall goals of the process; A review form that was difficult to use; A lack of meaningful or relevant feedback to employees; Managers who had varying levels of experience/knowledge for delivering an effective performance review to their staff. We worked collaboratively with our champion at the company to define the steps of the process and develop a new streamlined form that was easier to use and more meaningful. The form focused on reviewing employees’ performance directly related to job duties and competencies based on the company’s core values. The form also utilized a simplified rating scale that communicated what employee scores actually meant and identified areas where performance could improve. We met with the management team to roll out the new process and discussed the ways in which the information collected would inform decisions on employee training and development. We coached managers on the process and encouraged them to look at the annual review as one component of an ongoing, two-way dialogue between manager and employee. Following the review process, we were able to present data on an aggregate basis of the employees’ strengths and areas for development which was factored into the HR plan for the year. Overall, the improved communication, revised template, scoring and managerial education created a collaborative process between manager and employee, enabling a dialogue for managers to provide more meaningful feedback to their employees. Do you need assistance with designing a performance review process that works for your organization?  Contact us at oa@oahumanresources.com or 216.586.4762, and check out our blog for more helpful...

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Administering an effective performance review

Administering an effective performance review

By on Jan 14, 2016 in Blog, Performance Management, Performance Review | 0 comments

The overall effectiveness of the performance review discussion can be greatly enhanced if specific guidelines are followed. Below are a few guidelines to consider for administering your performance review: Make an appointment with your employee for conducting the performance review. Choose a private location, with minimal distractions. Strive to minimize interruptions that could jeopardize important discussions. Do not schedule the session near a lunch break or at the end of the work day. Inform your employee that the performance review is a tool for discussing personal and professional growth and designed to improve future performance. The review session should be employee-oriented and include positive feedback, as well as an outline of areas of opportunity if applicable. Allow sufficient time to complete discussions. As the reviewer, remain positive, objectively subjective, and control your emotions. Be prepared to discuss ways to help your employee develop skills and/or modify performance. Be prepared to offer solutions or action plans for areas of opportunity. Be prepared to discuss salary, if applicable. A well-rehearsed performance review delivery is essential to achieve the desired results. Creating and following a discussion flow chart will help ensure a successful performance review discussion. Here are some items to keep in mind when creating a performance review discussion flow chart to follow: Warm up – spend a few minutes in casual conversation to relax your employee. Purpose – explain to your employee that actual performance will be evaluated against the responsibilities outlined in their position description and strengths and areas of development will be discussed. Performance Evaluation Ratings – define each of the rating categories. Effectiveness – explain the rating category you have assigned to the items in each area and substantiate your rating with specific examples, where appropriate. Strengths and Areas of Opportunity – outline specifics as appropriate. Resolve Employee Concerns – encourage your employee to discuss and record any comments; answer questions that may arise. Action Plan – discuss a development/career focused action plan with your employee to improve performance and record in the appropriate area on the performance review form. Development and Career Planning – Ensure that your employee is concentrating on an area of opportunity or career development. Determine whether the item is short or long-term...

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Developing your performance review

Developing your performance review

By on Jan 12, 2016 in Blog, Performance Management, Performance Review, Supervision | 0 comments

You may find yourself asking “Why is developing the performance review so significant?”. A performance review can easily have a long-term impact on your employees, so here are some factors to keep in mind when developing your performance review: Perception of job performance. Growth and development. Ability to be motivated to perform job requirements. Capability to be retained. Capacity to modify behavior to achieve desired business results. Salary increases. Future promotions. Careful development is crucial, as a poorly written performance review could result in serious long-term ramifications. Another important part of the performance review development process is your employee’s self-evaluation. The self-evaluation provides an opportunity for your employee to evaluate their performance from a personal perspective. A near consensus of the two review forms should exist if you have provided ongoing coaching and performance feedback throughout the review period. Should differences be anticipated, be prepared to discuss. Observe the following guidelines for effective self-evaluations: Allow sufficient preparation time for each performance review. Distribute a copy of the performance review to each employee before being reviewed. Explain the importance of the self-evaluation process to each employee. Define how performance is evaluated (i.e., exceeds, meets, does not meet expectations). Review performance review form completion steps with each employee. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn,...

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