what really drives employee performance
TRANSCRIPT
Is appraisal really dead? How to deliver sustained
high performance through people.
Lucinda Carney C.Psychol
[email protected]@actusappraisal
Lucinda CarneyProfessionally• Chartered Psychologist• Senior HR/L&D Background
in Pharma & Telco till 2009• People and Performance
Management & Culture Change Consultancy
• Founder Actus™ performance management software
Personally• Married with two children• Back to netball player• Passionate about making a
difference
How is the annual performance review viewed in your organisation?
A: It is a strategic imperative
B: Taken seriously but can be “de-prioritised”
C: It’s a painful tick box exercise
D: Non existent
Why is it so painful?
• Backward looking• A snapshot in time• Nothing results from it• People go through the motions• People comply rather than see it as valuable• Doesn’t promote ownership
The focus is all wrongWe need to focus on Performance Achievement not
Performance Review
Lets take a look at the evidence
Research Review: What really drives performanceConducted by:
Dr Nuno da CamaraLecturer in HR and
Organisational Behaviour at Southampton Business
School
What are the biggest people challenges in your organisation currently?
• Recruiting the right people• Retaining the right people• Productivity and performance• Management capability• Employee engagement• Something else?
What effective performance management looks like
Cogs image with 8 itemsGoal settingTransparent communicationCoaching & developmentFeedback and recognitionStrategic alignmentReward for performanceTrained managersClimate of trust
Making the links
Quality People Management
Organisational Performance
Consistent People & Performance Management
Transparency & Culture of Trust
Clear Goals
Feedback and
Recognition
Trained Managers
Employee Engagement
Performance Management
Induction
It is all about ongoing, meaningful dialogue
Organisations with a Performance Achievement Culture are…
51% more likely to outperform their competitors on financial measures41% more likely to outperform their competitors on nonfinancial measures
Cascio (2011)
But how do we convince the ‘fluffy’ brigade
‘Engagement is now an accepted leading indicator of next year’s financial results’
Human Capital Institute; 2010
We have to speak their language
ProfitabilitySainsbury’s found higher levels of engagement linked directly to sales performance contributing up to 15% of a store’s year on year growth.
ProductivityInternational Gallup survey showed that individuals with the highest engagement scores averaged 18% higher productivity than those in the bottom quartile.
Safety Levels of employee engagement directly correlate with absenteeism and patient mortality in the NHS
Absenteeism & RetentionHay found companies with high levels of engagement show turnover rates 40% lower than companies with low levels of engagement.
Source: Engage for Success “The Evidence” & The Kings Fund Nov 2012
We have to align HR & OD with the needs of the organisation to gain real
sponsorship
Clear Expectations and Goals
Regular Feedback and support
Performance Achievement Focus
More DonorsMore Lives Saved
High Performing
Charity
Practical take aways!• Replace performance review with performance achievement make it
future focused and all year round• Gain sponsorship for HRM – link it to organisational outcomes• Motivate good management practice - make people management
important, set clear expectations and monitor them• Recruit managers with the ‘people gene’ & upskill them• Be a passionate change leader rather than a custodian of process
Would you like a copy of the research?
To download the Research Review or any of our free thought leadership, manager guides or white papers follow this link to the Knowledge Bank and help yourself!:
https://actus.co.uk/register-page/