“What are the best tips for project managing a company’s performance management process? #PerformanceManagement #ProjectManagement #HRProcesses #TeamManagement”
– Immature HR Processes and Under Resourced Team
– Hurdles in the Performance Review Process
– Data Accuracy in Culture Amp
– Support from Comms Manager and OD Team
– Director’s Insistence on Team Running Project
– Planning and Mapping Out Process
– Seeking Insights and Tips from Others
Feel free to share your tips and insights to help with running a company’s performance management process effectively! #BusinessTips #ManagementAdvice #PerformanceReviews
One thing I’ve told managers that helped get rid of that ‘everyone on my team is a 12/10 and the bestest ever!! For real!!!’:
‘If you are consistently rating this person as 100% in every category of their job, what are we paying you to manage? Why hasn’t this person been promoted into a higher role where they can be challenged again?’
Obviously that won’t work in every situation, but it helped in a few special cases at my place.
We mostly ask people for 3 areas they are great and 3 areas of improvement, when they say no improvement then we counter with: so what do they need to get to the next level?
OP, you’re in a tough situation. The answers are not short, simple, or easy, thus I expect you to receive few responses here.
Re: the dept with all 10/10, my initial thought is forced rating distribution, unless that dept is achieving 200% of its goals. The mgr could conduct stack ranking to get started.
Overall this is a great learning opp for you. Good luck!
This seems like a scenario that will require multiple things, but I’ll try to provide some help with one aspect. Rather than asking managers to use a Likert scale without any anchors (such as “Rate how well this person performed their role, from 1 to 5”), I’d suggest two changes:
* Scales for the various aspects of the job, such as (for a teacher) a scale for engagement with students, a scale for being prepared for class, a scale for keeping on top of all the administrative things like departmental meetings, and so on.
* Behaviorally anchored rating scales. Rather than simply saying “five is good, 1 is bad, now go rate your people,” provide guidance. What differentiates a 2 from a 3?
Just doing these two things can take a lot of time and effort, and this doesn’t account for frame of reference training, for biases, etc. But this should be a step in the right direction.
It might be realistic to simply run it this year without making any big changes. So you just make a rough schedule of when different steps need to be completed, prepare all the documents, and then send out the info. Reminder and follow-up emails will be necessary when people aren’t on track, but just basic project management stuff.