HR LEADERSHIP COUNCIL

Driving Employee Engagement Through Performance Reviews

Delivering Performance Reviews

HR LEADERSHIP COUNCIL

Review

Performance

Retention

25%

35%

2012 The Corporate Executive Board Company. All Rights Reserved.

HR LEADERSHIP COUNCIL

Review: Continued
Evaluating Performance Through Formal Reviews

Effective Managers 37% Ineffective Managers 63%

2012 The Corporate Executive Board Company. All Rights Reserved.

HR LEADERSHIP COUNCIL

Presentation Review
Use Effective Language
Encourage Employee Input Communicate Performance and Pay Differentiation

2012 The Corporate Executive Board Company. All Rights Reserved.

HR LEADERSHIP COUNCIL

Use Effective Language

Common Pitfalls
Uses Overly Negative Words Makes Generalizations Makes Value Judgments

Example:
The main weakness that Id like weakness that Id like for to focus on on is attention for you you to focusis attention to to is your lack of administrative is your lack of administrative details. You never submit never submit paperwork on time and did a really bad jobjob managing the managing the bad Bouchard account as a result.

2012 The Corporate Executive Board Company. All Rights Reserved.

HR LEADERSHIP COUNCIL

Use Effective Language

Do
Frame problems as development opportunities
Be descriptive when giving examples Emphasize words of encouragement

2012 The Corporate Executive Board Company. All Rights Reserved.

HR LEADERSHIP COUNCIL

Use Effective Language Summary

Dont

Do
Frame problems as development opportunities Be descriptive Emphasize words of encouragement

Use overly negative words

Make generalizations Make value judgments

2012 The Corporate Executive Board Company. All Rights Reserved.

HR LEADERSHIP COUNCIL

Presentation Review
Use Effective Language
Encourage Employee Input Communicate Performance and Pay Differentiation

2012 The Corporate Executive Board Company. All Rights Reserved.

HR LEADERSHIP COUNCIL

Encourage Employee Input

Example:
Situation: The employee is angry The employee asks a thinks they should not sure if a question Imhave gottenthis Response: Im sorry how tois different answer rating coming across as harsh Response: I didnt no one give Response: Youre the idea with Response: I have want to ayou this rating, but I Maybe performance issue--attacking what the answer is. had no choice givenHR can tell wont my ability as ahow our system someone in manager you. works. change your rating

Common Pitfalls
Avoid difficult questions Become defensive or apologetic Express dissatisfaction with performance management systems/decisions

2012 The Corporate Executive Board Company. All Rights Reserved.

HR LEADERSHIP COUNCIL

Encourage Employee Input

Do
Schedule plenty of time Be candid, thoughtful, professional

Respond calmly to negative reactions

Own the feedback

Restate employee comments

Follow-up if necessary

2012 The Corporate Executive Board Company. All Rights Reserved.

10

HR LEADERSHIP COUNCIL

Encourage Employee Input Summary

Dont
Avoid addressing difficult questions

Do
Schedule plenty of time Respond calmly to negative reactions Own the feedback

Become defensive or apologetic Express dissatisfaction with performance management systems/decisions

2012 The Corporate Executive Board Company. All Rights Reserved.

11

HR LEADERSHIP COUNCIL

Presentation Review
Use Effective Language
Encourage Employee Input Communicate Performance and Pay Differentiation

2012 The Corporate Executive Board Company. All Rights Reserved.

12

HR LEADERSHIP COUNCIL

Communicate Performance and Pay Differentiation

Common Pitfalls
Discuss other employees ratings Use jargon

Example:
I Overall, you received a rating of As athe merit increase is less than know reminder: you were hoping for, component of 4 thats the highest of everyone The profit-sharing but on your team! if you variable pay is calculated your can improve your presentation skills like we Heres how that will impactdollar using a graduated, first your discussed, youll compensation get a bigger formula. increase next time.

Make promises

2012 The Corporate Executive Board Company. All Rights Reserved.

13

HR LEADERSHIP COUNCIL

Communicate Performance and Pay Differentiation

Do
Inform the employee of where his/her pay places them in their pay range
Ensure the employee understands the terms Explain the pay and performance decision processes Explain what types of behaviors are necessary to achieve different ratings (e.g., meets, exceeds)

2012 The Corporate Executive Board Company. All Rights Reserved.

14

HR LEADERSHIP COUNCIL

Communicate Performance and Pay Differentiation Summary

Dont
Reveal other employees pay or performance ratings Use complicated compensation or performance management jargon Promise that doing certain things will lead to different pay outcomes

Do
Inform the employee of where his/her pay places them in their pay range

Ensure the employee understands the terms you use

Explain pay and performance decision processes Explain what types of behaviors are necessary to achieve different ratings

2012 The Corporate Executive Board Company. All Rights Reserved.

15

Presentation Review
Delivering Performance Review Feedback:
Use effective language

Encourage employee input

Communicate differentiation

Additional Resources Manager Guide: 10 Keys to Improve Employee Performance through Formal Performance Reviews Manager Guide: Improve Employee Performance by Managing Reactions to Formal Feedback
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