Make Performance Evaluations Painless
THREE KEY PRINCIPLES
  • Do you dread performance evaluations?
  • Does your organization's performance evaluation process bring on nightmares?
  • Why do they have to be so painful?  
Performance evaluations don't have to be painful. With a plan and a few simple tools, you can use the practice of performance management to multiply results and build relationships.
 
Public agencies across the country are realizing that performance evaluations don't have to be an awful experience. In fact, with the right approach, it can be painless for everyone involved. To create a painless process that boosts performance, cutting-edge organizations adopt three key performance management principles: 
  1. No surprises!
  2. Employee-driven.
  3. Future-focused.
No Surprises! -
The "no surprises" rule means that no issue or concern is raised in the performance evaluation meeting that has not been previously discussed.  The performance evaluation meeting is not the place to solve all of the employee's performance challenges.  It should be a summation of the previous rating period's discussions. It is nothing more than a summary. 

 

Learn more about taking the pain out of performance evaluations in our Painless Performance Evaluations recorded webinar series. The first webinar in the series is devoted to the concepts presented in this article. To learn more,
see a demo video of the Painless Performance Evaluations Webinar series and download an overview of the series and accompanying discussion guides.



The Path to Performance Management 
IT'S A JOURNEY

 
Wouldn't it be cool to work at a place where performance was valued?

Wouldn't it be great if it wasn't weird to ask for feedback and it wasn't awkward to receive it?


The performance-driven workplace is one where:
  • Success is clearly defined
  • Managers make it a priority to develop employees
  • Employees openly seek feedback
  • Exceptional performance is recognized
  • Poor performance is addressed immediately
  • Performance conversations and performance evaluations are painless.
Sounds like bliss, right? So how does a workplace become performance-driven? The path is sometimes unclear and it's easy to lose your way.

Here's a simple roadmap to help guide your journey toward performance-driven:
 
 
 

Final Footnotes
NEWS & EVENTS FROM MARNIE

We're lucky to be supporting public agencies across the country who are moving toward a more performance-driven culture. Some are linking performance to pay, while others are shifting the focus to conversation and away from ratings. Still others are cascading organizational goals to individual contributors. There's not one right way to structure a performance management process. But, there are some lessons to be learned from those who are taking on the challenge. If your organization is looking to make a change, give me a call and we can talk about your options.

As always, if there is anything I can do to support your performance management
efforts, just give me a call at 480-705-9394 or shoot me an email
 
Marnie E. Green, CSP, IPMA-CP
Principal Consultant

 

 

November 2015
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From Our Clients

 
"Thank you very much for all you did for us! You are such an amazing leader. Your skills, knowledge, approach, and spirit are infectious. I received so many compliments about the day and how lucky we were to have you lead us. We are certainly a better team as a result of your work." 
---- Bob Wingenroth,
City Manager, City of Surprise
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