1. Performance Reviews maximize employee potential February 16, 2012

2. 2 “Figuring out the right things to do isn’t nearly as difficult as continuing to do them over the long term.” Our webinar will begin in a few minutes.

3. February 16, 2012 Performance Reviews maximize employee potential

4. 4 Our webinar will begin in a few minutes. “Remember: The problem for most of us isn’t knowing what to do… it’s doing it.”

5. February 16, 2012 Performance Reviews maximize employee potential

6. 6 Our webinar will begin in a few minutes. “The greatest attribute for any business leader is perseverance.”

7. February 16, 2012 Performance Reviews maximize employee potential

8. 8 Our webinar will begin in a few minutes. “All organizations are perfectly designed to get the results they are now getting. If we want different results, we must change the way we do things.” Tom Northup

9. February 16, 2012 Performance Reviews maximize employee potential

10. 10 Our webinar will begin in a few minutes. “It’s useful to think of excellence in two broad categories: Customer excellence and business excellence.”

11. February 16, 2012 Performance Reviews maximize employee potential

12. 12 Our webinar will begin in a few minutes. “Satisfied customers drive business success – and business success enables investment to satisfy customers.”

13. February 16, 2012 Performance Reviews maximize employee potential

14. 14 Our webinar will begin in a few minutes. “ Excellence is not a destination; it is a continuous journey that never ends.” Brian Tracy

15. February 16, 2012 Performance Reviews maximize employee potential

16. 16 Our webinar will begin in a few minutes. “ We are what we repeatedly do. Excellence, then, is not an act but a habit.” Aristotle

17. February 16, 2012 Performance Reviews maximize employee potential

18. 18 Our webinar will begin in a few minutes. “People go in the direction leadership is walking, not pointing.”

19. February 16, 2012 Performance Reviews maximize employee potential

20. 20 Our webinar will begin in a few minutes. “Every job is a self-portrait of the person who does it. Autograph your work with excellence. “ Unknown

21. February 16, 2012 Performance Reviews maximize employee potential

22. 22 Our webinar will begin in a few minutes. “Excellence is doing ordinary things extraordinarily well." John W. Gardner

23. February 16, 2012 Performance Reviews maximize employee potential

24. 24 Our webinar will begin in a few minutes. “Discipline is the bridge between goals and accomplishments.” Jim Rohn

25. February 16, 2012 Performance Reviews maximize employee potential

26. 26 Our webinar will begin in a few minutes. "Measure is the ability to mesh strategy with reality, align people with goals, and achieve the promised results.“ Larry Bossidy

27. February 16, 2012 Performance Reviews maximize employee potential

28. 28 Our webinar will begin in a few minutes. “The strategic agenda demands discipline and continuity; its enemies are distraction and compromise.” Michael E. Porter

29. February 16, 2012 Performance Reviews maximize employee potential

30. 30 Our webinar will begin in a few minutes. “One of the major barriers to achieving lasting excellence is how little formal effort organizations put into learning how to execute strategy.”

31. February 16, 2012 Performance Reviews maximize employee potential

32. 32 Your Presenter Matt Lauth Managing Partner Strategy Execution Advisors Certified Business Coach

33. Performance Reviews 33 Most see annual performance appraisals as something close to visiting the dentist. They don't like to do it and usually they put it off. The paradox is this is exactly the opposite of what is needed to create high performing individuals and teams. Having a productive performance review process is not hard, expensive or time consuming. Join me to find out how the Six Disciplines Program makes performance reviews enjoyable. During this webinar you'll learn: 1. What is a performance review? 2. Where does it fit in the overall performance review cycle? 3. Why is it important? 4. How do I go about completing a review? 5. What do when I have the review completed? This is 1 hour of your time that will give you the information needed to implement a system to ask for and get candid feedback to help every member of the organization improve their personal performance.

34. 34 © 2004-2007 Six Disciplines, LLC All Rights Reserved. Poll Questions

35. 35 What is a Performance Review? A performance review, performance appraisal, employee appraisal, or career development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone. Source: Wikipedia

36. 36 © 2004-2007 Six Disciplines, LLC All Rights Reserved. Where does it fit in the overall performance review cycle? Performance Ongoing 360 Feedback Annual Performance Review/Appraisals Annual

37. 37 © 2004-2007 Six Disciplines, LLC All Rights Reserved. Why is it important? Give employees feedback on performance Identify employee training needs; strengths & weaknesses Document criteria used to allocate organizational rewards Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc. Provide the opportunity for organizational diagnosis and development Facilitate communication between employee and employer Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. To improve performance through counseling, coaching and development. Source: Wikipedia

38. 38 © 2004-2007 Six Disciplines, LLC All Rights Reserved. Bad Reputation No defined process No formal training, limited communication Not executed consistently Based on memory not facts Not seen as a priority Limited transparency in the process Limited inputs “Dumped” on the team leader to complete Viewed as a compensation discussion, not performance/professional development discussion Not enjoyed, so, they are not done well

39. 39 © 2004-2007 Six Disciplines, LLC All Rights Reserved.

40. 40 © 2004-2007 Six Disciplines, LLC All Rights Reserved. Stephen R. Covey, 8 th Habit

41. 41 © 2004-2007 Six Disciplines, LLC All Rights Reserved. Goal Mature annual performance reviews, appraisals, from being a “creative writing exercise” to an earnest discussion on the employee’s performance, professional development and potential to the organization.

42. 42 © 2004-2007 Six Disciplines, LLC All Rights Reserved. How do I go about completing a Performance Review 1.Define the process 2.Create the schedule 3.Educate and train 4.Collect 360 feedback 5.Review past quarterly performance 6.Review behavior profiles 7.Review job description 8.Review last years Performance Review 9.Draft Performance Review (self assessment) 10.Provide to your team leader 11.Finalize Performance Review (leader assessment) 12.Discuss and Finalize (team member and team leader) 13.Provide to Human Resources

43. 43 © 2004-2007 Six Disciplines, LLC All Rights Reserved. What are the barriers/costs? Process – defining what will be done, by who and by when – and….what the results will be. Expertise – ensuring someone is knowledgeable about the process and can manage to completion. Time – not in our plans, don’t have time. Money – having to start from scratch makes doing 360 too expensive.

44. 44 Employee Review/Appraisal can be done on paper, in Word, or in a formal System

45. 45 Overall assessment of the employee’s performance is documented.

46. 46 Key outcomes from last 12-months.

47. 47 Top strengths (based on experience and 360 feedback

48. 48 Top weaknesses (based on experience and 360 feedback

49. 49 Professional Development goals from prior year

50. 50 Professional Development goals for next year

51. 51 Supporting comments from team member and team leader

52. 52 Formal “sign-off” for team member, team leader and human resources

53. 53 © 2004-2007 Six Disciplines, LLC All Rights Reserved. Next Steps Top-grading – identify the top x% of performers in the organization Bottom-grading – identify the bottom y% of low performers in the organization Bench Strength – identify the “high pots” of the organization (high potential) Consistency – ensure consistency across team leaders, departments, divisions Compensation Review – input to conducting compensation reviews and changes based on market, industry, company and individual.

54. 54 © 2004-2007 Six Disciplines, LLC All Rights Reserved. Summary Annual Performance Reviews are important! Most organizations are not effective due to lack of process and systems. Team members should take responsibility for their reviews. Facts are needed to form good reviews (360 feedback, past performance, professional development). Focus on professional development not compensation impact.

55. 55 Need Help Conducting Performance Reviews?

56. 56 www.StrategyExecutionAdvisors.com

57. Upcoming Webinars

58. 58 1.February 16 th : Performance Reviews 2.February 22 rd : Balanced Score Card 3.March 1 st : Strategy Maps 4.March 8 th : Value Stream Maps 5.March 15 th : Succession Planning 6.March 22 nd : Benchmarking Performance 7.March 29 th : Quarterly Review Process For more information and to register, visit: www.StrategyExecutionAdvisors.com/webinars

59. 59

60. Thank You ! Matt Lauth mlauth@sxadvisors.com (419) 348-8046