Managers Presentation Slides-English

7/28/2019 Managers Presentation Slides-English

1/30

X

XXXCompany ConfidentialFor Internal Use Only 1

Performance MattersPerformance Management

Presentation Slides for Managers


2/30

X


Getting Started

Welcome and introductions

Vital matters Fire exits Restrooms

Ground rules Cell phones/Laptops


3/30

X


A Different Approach to Performance Management

Traditional performance appraisal systems focus only onpay or poor performance ours is different.

With goal-setting, development and useful feedback alongthe way

Its an exciting time to be apart of our Companya timeto realize our full potential

Our new performance management process enablesand energizes people to perform soemployees get as much out of their jobs as they give.


4/30

X


Topics

Understand our performance management process

Create aligned goals Specific, Measurable, Attainable, Relevant

& Time-specific

Ask for and provide feedbackParticipate in a fair, collaborative assessment


5/30

X


We All Have a Role

EMPLOYEEWork hard to achieve goals

Own their professionaldevelopmentSolicit, listen to and act on

feedback

Assess their performanceobjectively

MANAGERHelp set and clarify goals

Support employee developmentand possible career progressionProvide useful, frequent, candid

feedback

Assess employee performancefairly

COMPANYMake performance management/employee

development a business priorityEnsure fairness, consistency and process

integrity across all businessesProvide tools and processes to develop skills

and behaviors to enhance performance


6/30

X


We Care About

=PERFORMANCE

RESULTSWhat we didRESULTS

What we did

+BEHAVIORS

How we did it

BEHAVIORSHow we did it


7/30

X


Understanding theperformance management process matters.


8/30

X


A Common Framework To

Provide clear relevant direction to individuals

Build teams of committed, aligned employees

Instill our values Integrity, Excellence, Teamwork, Accountability

Assess performance and talent

Accelerate talent development


9/30

X


Performance Management

A simple three step process


10/30

X


Goals

SET GOALS

Before or at the startof the fiscal year


11/30

X


Feedback

ASK FOR ANDPROVIDE

FEEDBACK

Throughout the year


12/30

X


Assessment

PARTICIPATE IN THE

ASSESSMENT

Upon completion of f iscal year


13/30

X


Creating aligned goals matters.

S pecificM easurableA ttainableR elevantT ime-specific


14/30

X


Goals

SET GOALS


15/30

X


Creating Goal Alignment

Company Goals

Segment Goals

Business Unit Goals

Department Goals

Individual Goals


16/30

X


The Goal-Setting Sequence

Manager reviews, makeschanges and/or additions

and finalizes

If appropriate,Managers Manager

reviews

Manager & Employee reviewgoals discuss, collaborate and

finalize

Manager providesemployee copy andplaces copy inEmployees file

Manager schedules andprepares for meeting

with Employee

Employee draftsgoals for next fiscal

year

Manager discussesorganization anddepartment goals and

provides copy

ManagersManager

Manager

Employee


17/30

X


Individual Goal-Setting

As a Guideline 2-4 Performance Goals

Aligned with Companys goalsBest practice: Ensure team alignment

1-2 Development Goals

Focus on developing both strengths and development needsSome goals can change during the cycle

Write goals using the SMART format Specific, Measurable, Attainable, Relevant,

Time-specific


18/30

X


Asking for and providingfeedback matters.


19/30

X


Feedback

ASK FOR

AND

PROVIDEFEEDBACK


20/30

X


Four Step Feedback Model

1. Describe what happened

2. Describe the impact

3. Check for understandingand get the persons views

4. Describe what youwant to happen


21/30

X


Really Listening

Attending Skills Eye Contact

Non-distracting Environment

Following Skills

Minimal Encouragers Questions

Reflecting Skills Empathizing with Feelings Paraphrasing

Source: People Skills by Robert Bolton


22/30

X


Asking For Feedback

How do you feel aboutasking for feedback?

How do you feel about

being asked to givefeedback?


23/30

X


Participating in a fair, collaborativeassessment matters.


24/30

X


Assessment

PARTICIPATE IN

THE ASSESSMENT


25/30

X


The Tools

Goal-Setting

Employee & Manager CompletePurpose:

Goal agreementGoal alignment

Results tracking

ProfileEmployee Completes

Purpose:

Career highlightsInternal resumeLearn about your

employeeIdentify candidates for

open positions

Assessment

Employee & Manager Complete

Purpose:

Summarize resultsand behaviors

Employeedevelopment

Career planning


26/30

X


The Assessment Sequence

Manager reviews goals (EYR),assessment & profile ;

makes changesand/or additions and finalizes

If appropriate,

Managers Manager reviews

Manager & Employee reviewgoals (EYR), assessment &

profile ; discuss, collaborate andfinalize

Final assessment issigned by Manager and

Employee. Managerplaces copy of goals

(EYR), assessment &profile in Employees file

Manager schedules andprepares for meeting

with Employee

ManagersManager

Manager

Employee

Employee updates profileEmployee conducts self-

assessment for past fiscal year

Employee completes End-of-Year Results (EYR) section of goal-setting form for year in review


27/30

X


Assessment Sections

Performance Summary

Tyco Key Behaviors

Strengths and Development Needs

Key Quesitons

Best Next Moves

Development Plans

Summary CategoriesSignatures


28/30

X


Key Behaviors

Integrity

Champions Integrity and Trust

Managerial Courage

Excellence

Customer FocusLearning/Change Agility

Teamwork

Builds Effective Teams

Manages Vision and PurposeManages Diversity

Accountability

Drive for ResultsBusiness Acumen

Copyright 1992, 1996, 2001-2003 by Robert W. Eichinger and Michael M. Lombardo. ALL RIGHTS RESERVED.

This work is derived from the LEADERSHIP ARCHITECT Competency Sort Cards developed and copyrighted byRobert W. Eichinger and Michael M. Lombardo for Lominger Limited, Inc. Without the prior written permission of

Lominger Limited, Inc., no part of this work may be used, reproduced or transmitted in any form or by any means, by orto any party outside of our company and its wholly-owned subsidiaries.


29/30

X


Lomingers 67 Competencies (Behaviors)

What makes leaders / people successful?

Over 30 years of research (Center For Creative Leadership) Global, multiple industries

Stimulates common and consistent culture

Located in the back of both the Managers andEmployees Guides

Copyright 1992, 1996, 2001-2003 by Robert W. Eichinger and Michael M. Lombardo. ALL RIGHTS RESERVED.

This work is derived from the LEADERSHIP ARCHITECT Competency Sort Cards developed and copyrighted byRobert W. Eichinger and Michael M. Lombardo for Lominger Limited, Inc. Without the prior written permission of

Lominger Limited, Inc., no part of this work may be used, reproduced or transmitted in any form or by any means, by orto any party outside of our company and its wholly-owned subsidiaries.

X


30/30

X


Program Summary

Understand our performance management process

Create aligned goals Specific, Measurable, Attainable, Relevant

& Time-specific

Ask for and provide feedback

Participate in a fair, collaborative assessment

Managers Presentation Slides-English

Documents