Great on the

Job

4 STEPS TO SUCCESS NAILING THE PERFORMANCE REVIEW

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© 2011 Great on the Job2

Your Host

Nick Stein@stein_nick

Director of Content & Media Rypple

Our Guest

RYPPLE LEADERSHIP SERIES

Jodi Glickman@greatonthejob

President & FounderGreat on the Job

© 2011 Great on the Job3

rypple.com/blog/2011/07/infographic-performance-reviews/

THE KABUKI DANCE

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Rypple.com/loops

RYPPLE SOCIAL PERFORMANCE

© 2011 Great on the Job5

Your Host

Nick Stein@stein_nick

Director of Content & Media Rypple

Our Guest

RYPPLE LEADERSHIP SERIES

Jodi Glickman@greatonthejob

President & FounderGreat on the Job

© 2011 Great on the Job6

What is the purpose of the performance review?

QUESTION #1

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1. Make you better at your job 2. Give you real guidance on how to improve performance 3. Give you an idea of what to:

Start doing Stop doing Keep doing (* to get paid well/promoted next year)

ANSWER

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What is the performance review NOT intended for?

QUESTION #2

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1. Make you feel bad2. Make you feel good 3. Negotiate comp

ANSWER

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HOW DO I NAIL IT?

Before

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Prepare1.Do your homework

2.Prepare your Personal Matrix

1.Be prepared to lead2.Be Receptive

HOW DO I NAIL IT?

Manage the Conversation

STEP 1: DO YOUR

HOMEWORK

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Don't be surprisedDon't be defensive

KNOW WHAT'S COMING

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What have you contributed to your teams?What are your goals for 2012?

ASK YOURSELF

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Learned Java ScriptCreated new template / layout for customer email blastsSupervised a team of 3 junior employeesDeveloped a new inventory tracking processAssisted in five successful new ad account pitches

CONTRIBUTIONS TO YOUR TEAMS

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Lead a client engagement Supervise creative staff Increase exposure to senior management Represent company at recruiting events/conferences Work on cross divisional projects

GOALS FOR 2012

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What are you most proud of?What areas of development do you want to focus on?

ASK YOURSELF

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Getting up to speed quickly Helping to land new clients Adaptability to changes in management Building good working relationships with R&D team Stepping in during hiring freeze to pick up additional

roles/responsibilties

Most proud of…

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Attention to detail Client presentations Giving my manager / teammates more frequent updates Managing competing deadlines Asking for help earlier

AREAS FOR DEVELOPMENT

STEP 2: YOUR

PERSONAL MATRIX

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YOUR PERSONAL MATRIX

STEP 3: BE PREPARED

TO LEAD

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Contributions to your teamsAreas for DevelopmentGoals for 2012

HAVE YOUR TALKING POINTS READY

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Things are going really well, we met all our targets on the revenue share and I feel really good about myrole helping to land three new advertising accounts.

My client relationships are really deepening, and I’m learning tons from Jamie and Chris.

So Jodi, how do you think things have been

going? year, how do you think?

KNOW YOUR PUNCH LINE

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"I'm not going to tell you everything is ok and allow you to be mediocre.  I played [football] for a long time; the coaches that drive me crazy to this day are the ones that told me I was good all the time.  'Well hey, you're doing a great job'  and I knew I was mediocre as hell.  And the guy that was on my ass, that made me be good every day is the guy that I appreciate right now."

— Jason Garrett, Head Coach, Dallas Cowboys

KEEP IN MIND

STEP 4: BE RECEPTIVE

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1. Solicit action steps for improvement2. Say thank you 3. Wait, digest & revisit

THE STRATEGY

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To improve my programming, do you think I should ask for more challenging assignments or just spend more time on the ones I already have?

Any suggestions of people I should talk to about managing cross-divisional communication more effectively?

Do you have any suggestions for getting clients to give input more quickly?

Who do you think does a great job of putting together marketing briefs?

SOLICIT ACTION STEPS

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Thanks so much for taking the time to sit down with me, I know how busy you are.

I really appreciate your thoughtfulness and willingness to share your feedback, this will be very helpful going forward.

Thanks so much for the feedback, I really appreciate it. I'm going to spend some time focusing on the points you mentioned.

SAY THANK YOU

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That's an interesting way of thinking about things, I hadn't considered that angle

I'd like to think through all of this and come back to you with some additional thoughts and questions

Would it be okay if I took some time to digest all of this and come back to you with additional thoughts or questions next week?

WAIT. DIGEST. REVISIT

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I wanted to follow up on our conversation last week and talk more about my interaction with clients and how I can improve

I've been trying very hard to be more focused on the details and here's what I've been doing differently…

I spoke with Andrew and Nancy and they both agree I've been handling my client relationships well on their teams. So, I want to make sure I understand your comments from last week about why I'm not doing well in your eyes on that front

I've been thinking a lot about improving my attitude and I want to go over some ideas with you about making that happen

WAIT. DIGEST. REVISIT. 1 WEEK LATER

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I apologize about coming into the office late, I will make sure it doesn't happen again.

I hear what you're saying about having a bad attitude and that's certainly not the image I want to portray. I will do my best to be more professional.

I don't agree that my work is sloppy, but I will do an extra layer of work to make sure that final docs are coming to you in better shape.

I am making a concerted effort to keep everyone in the loop on my teams but I guess I need to brief my teammates more often to make sure they know where my projects stand.

You're right, I will work on that.

EASY FIXES: BE CONTRITE

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Show that you are engaged and committed to improvementBring your manager into the process and gets him/her

invested in your career developmentDemonstrate your enthusiasm and professionalismMake people love you!

THE END GOAL

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Lead with Purpose

John Baldoni Baldoni Consulting LLC

Coaching with Compassion

UPCOMING WEBINARS

Suzanne Rotondo Teleos Leadership Institute

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WHADDYA THINK?

Thanks!

www.greatonthejob.comjodi@greatonthejob

Facebook.com/greatonthejobTwitter: @ greatonthejobblogs.hbr.org/glickman

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