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Performance Reviews (Frequency (Half Year (Why are we motivated to do well…
Performance Reviews
Frequency
Half Year
Why are we motivated to do well at half year?
End of Year
What is the difference between EoY and HY
Attitudes to the standard performance review
Costly to implement.
Sometimes destructive.
Often a monologue rather than a dialogue.
Too formal, and likely to stifle discussion.
Too infrequent.
Not sufficiently meaningful to the role (an exercise in form filling).
Rarely followed up with appropriate actions.
Often a stressful experience for those involved.
5 Conversations Framework
Climate Review:
To measure her job satisfaction and morale.
outcomes
Encourage effective dialogue in appraisal meetings.
Facilitate less stressful encounters between you and your people.
Help you to build good relationships with your team members.
Develop people's skills based on their strengths.
Strengths and Talents
: To identify and develop her innate abilities.
Opportunities for Growth
: To improve her performance and standards.
Learning and Development
: To identify and support future learning opportunities.
Innovation and Continuous Improvement:
To improve her own and your team's effectiveness in line with business needs.
How do we do them currently
5 box model
Behavioural Framework
Sales
Billability
Project Delivery
BT Growth Plan
GPS
Why do we do performance reviews?
Detect and eliminate barriers to effective performance.
Pick up dissatisfactions that would otherwise lead people to leave.
Focus people's efforts in the right direction
Motivate people to work towards important goals
Help them develop skills and competencies necessary to achieve future objectives
Celebrate their successes
How do we link this with the MCA
9 Competencies
Values, Ethics & Behaviours
Knowledge & Understanding
Consulting Operating Environment
Industry or Sector Specialism
Clients & Markets
Strategy & Insight
Strategy, Analysis & Context
Operational Delivery
Stakeholder and Relationship Development
Personal & Professional Development
Knowledge & Understanding
What is the problem that needs to be fixed??
Current reviews work on hearsay, not strucuter
How does performance link into promotion?