|
First Talk Performance, Then Pay
|
|
When you talk about an employee's pay during a performance evaluation discussion, you are no longer talking about performance. Of course appropriate pay adjustments should follow from your assessment of the employee's performance. However, when you discuss pay in the evaluation meeting, it distracts from your feedback. If you have a choice, separate the two conversations so that performance is the main event.
Ideally, assessments about an employee's performance are done without regard for how the evaluation will impact the employee's compensation. Divorcing the two issues allows you to call it like it is, without the emotional influence of how much your decision will cost. It allows you and the employee to truly focus on their successes and their plan for the coming year. When pay enters into the conversation, it's hard to focus on anything else.
Many organizations make the mistake of advertising a pay adjustment structure prior to the performance evaluation process. This practice leads the employee right to the bottom line of the evaluation. We all want to know what our next paycheck will look like. As a result, the "meat" of the evaluation is missed.
Advertising pay impacts prior to the assessment of performance can also lead to managers "gaming" the system. If the manager feels that they want to recognize the employee with a pay increase, even if the employee's performance has not warranted it, it's easy to select the ratings that will result in the desired outcome.
If you want to create a work culture that values performance and a performance evaluation process that focuses on outcomes, save the link to pay for another time.
|
|
The F-Word: Tackling Performance Feedback
New and Complimentary Webinar
Sponsored by CRG EMPerform
A big part of managing employee performance is giving effective performance feedback. The trouble with the traditional performance appraisal process is that feedback comes too late, from too few sources, rarely or often not at all. Once-a-year feedback isn't enough to properly develop and recognize employees and engage them to excel in their role.
Making the most of ongoing performance feedback requires a clear understanding of why feedback is essential, why it is often mishandled, what opportunities exist and how you can use fresh & modern approaches to bring a tired performance-management process back to life and unleash the power of the F-Word.
During this webinar, the panel of experts will provide leading-edge insight into:
* The overlooked importance of ongoing performance feedback
* The challenges HR, managers, and employees face getting, giving,
using, and managing feedback
* How continuous feedback is shaking up traditional performance reviews
* Creating a feedback-centric culture
Join panelists Marnie Green (Management Education Group, Inc.), William Tincup ( Tincup & Co.), and Elisabeth Lecavalier ( Forensic Technology) to weigh in on the overlooked importance of effective performance feedback. You'll hear best-practice approaches and practical concepts you can use to exploit the F-Word in your organization.
Date: Wednesday, June 13th, 2012
Time: 11AM - 12PM EDT
|
|
Final Footnotes
NEWS & EVENTS FROM MARNIE
|
|
The key to a painless performance evaluation is the ability to conduct a series of painless performance conversations. My newest workshop, Engaging Employees Through Painless Performance Conversations: Practical Tips for Boosting Morale and Employee Performance, has been introduced to organizations across the country with positive responses and successful outcomes. One client said, "Regardless of your job or level in the organization, these are the skills we all need to be effective."
If you believe the leaders in your organization could polish up their conversation skills and create stronger connections with employees, call or email me to discuss bringing this new workshop to your organization.
Have a great month!
Sincerely,
Marnie Green, IPMA-CP
Principal Consultant
|
Performance Evaluation Help!
