Shifting from Performance Appraisal to Performance Improvement - PowerPoint PPT Presentation

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Shifting from Performance Appraisal to Performance Improvement

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www.performanceimprovementsystem.com Shifting the manager's mindset from top down performance appraisal to collaborative performance improvement system is key to making it work. – PowerPoint PPT presentation

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Title: Shifting from Performance Appraisal to Performance Improvement


1
Shifting from Appraisal to Performance Improvement
  • Manager Mindset Shifting

Business Success Coach Donna Price Compass Rose
Consulting
2
When managers shift their mindset from a top down
performance appraisal to an empowered performance
improvement plan the results are solid business
results.
3
Performance appraisals come with a certain
mindset.
4
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.

5
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.

6
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.

7
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.

8
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.

9
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

10
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.

11
Golden Nuggets
  • This information is invaluable to the manager.

12
A Coaching Environment
  • Allows for more engagement with the employee.

13
Insights
  • It can also provide insights into employees
    personal desires that are helpful to the manager
    in providing needed supports.

14
Regular Coaching
  • Meetings occur at least monthly and perhaps more
    frequently.

15
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.

16
Manager as Coach
  • The manager uses coaching skills to work with the
    employee

17
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.

18
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.

19
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.

20
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.

21
Empower Success
  • It empowers employees to succeed, and empowers
    managers to support their staff in success.

22
Take Action Today
  • Learn More About the Performance Improvement
    System
  • www.PerformanceImprovementSystem.com
  • Business Success Coach
  • Donna Price
  • Compass Rose Consulting, LLC
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