Shifting from Performance Appraisal to Performance Improvement

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Shifting from Appraisal to Performance Improvement

• Manager Mindset Shifting

Business Success Coach Donna Price Compass Rose
Consulting
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When managers shift their mindset from a top down
performance appraisal to an empowered performance
improvement plan the results are solid business
results.
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Performance appraisals come with a certain
mindset.
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Mindset

• Often it is one of talking about what didnt go
  well, where there needs to be improvement and
  often are used as a strategy for firing employees.

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Shift From Telling to Collaborating

• But what would happen if the mind shift went from
  telling to collaborating, from planning for
  success instead of fixing bad behavior and one
  of empowerment and mastery.

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Become a Master of Results

• It works to shift the mindset of the manager or
  supervisor to one of empowering employees to
  become masters of their results, in charge of
  their own plan and their success.

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Coaching/Collaboration.

• It also shifts from a telling and top down
  management style to one of coaching and
  collaboration
• There are several steps to take in making the
  shift.

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Empowered Staff

• Staff are empowered to set goals, take action and
  in collaboration with the manager.
• Now, this doesnt mean that managers are involved
  and cant say no to new ideas.
• Its not an open season on making changes.

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Manager Expectations

• Managers set out their expectations for staff and
  then staffs establish their plan to meet
  expectations and exceed themin essence their
  performance success plan

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Autonomous Plans

• When staffs create a well-rounded plan with their
  manager then managers learn more about the staff,
  their vision, their personal goals and desires.

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Golden Nuggets

• This information is invaluable to the manager.

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A Coaching Environment

• Allows for more engagement with the employee.

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Insights

• It can also provide insights into employees
  personal desires that are helpful to the manager
  in providing needed supports.

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Regular Coaching

• Meetings occur at least monthly and perhaps more
  frequently.

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Performance Success Plan

• The performance success plan is the center of the
  meeting. It keeps the plan alive and moving
  forward and keeps the focus on the top priority
  goals.

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Manager as Coach

• The manager uses coaching skills to work with the
  employee

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Safe Environment

• Challenges are easily shared because a safe
  environment has been developed. This allows the
  employee to share what their challenges are and
  receive feedback from the manager.

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Disservice

• So often during appraisals goals are set and then
  never talked about until the following years
  appraisal. This is a disservice to employees and
  to the company.

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Sharing

• Employees have to no opportunity to share what
  road blocks or obstacles they are facing.
  Managers have no opportunity to give feedback,
  share resources, ideas, or revise goals. These
  actions are what make goals achievable.

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Score Goals

• Throughout the year the monthly coaching review
  of the plan and scoring of goals keeps the
  employee on track and the plan on track.

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Empower Success

• It empowers employees to succeed, and empowers
  managers to support their staff in success.

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Take Action Today

• Learn More About the Performance Improvement
  System
• www.PerformanceImprovementSystem.com
• Business Success Coach
• Donna Price
• Compass Rose Consulting, LLC