OK – I promised you an image up front, so here it is. Take a look and we’ll discuss after the jump:
Here’s what the image means. If this image can’t be the end result of your performance review process, you’ve likely over-engineered what you’re doing with performance management.
The image itself is pretty basic. It’s the classic 9-box grid of performance vs potential. In this picture, all your employees are plotted on a performance vs potential grid. Once you close out your process, you should be able to take a look at this picture as an HR pro, and you should be able to use the picture to drive a bunch of cool conversations related to what’s going on with the talent in your company.
Can’t do that with how you handle performance today? Then you can’t really run a high-end talent review with your leadership team or the managers you serve. You’ve likely got a bunch of numbers that put people – all people – to sleep related to performance at your company. You know it’s true. So why not take a look at something new?
Start with the picture. It’s the end. Then work backwards. Reverse engineer the process.
What’s more engaging? Telling your team that the average rating across the company was 3.24, or throwing a picture up that shows the 9-box with all of your talent scattered across it?
The picture wins.
That’s why our next Webinar is focused on performance – Attend “Zombies, Grinders and Superstars: The FOT Talent/Succession Review” (sponsored by Halogen) to get the following goodies:
- How to use your performance review process to generate a picture like the one above
- How what you do with performance management at your company is directly related to how you approach talent reviews and succession
- Why corporate values don’t belong anywhere near your performance management system
- How items called “potential factors” add flavor to your approach to performance/talent/succession, and how to create potential factors for your company to use in the talent review
- How to use the talent review process to calibrate performance ratings across your company, box in managers who are soft on performance and create a greater sense of pay for performance in your organization
- An outline and best practice notes on how to run a talent review meeting, with formats that differ for your company’s Leadership Team, a division/departmental group, or a high potential employee program.
This webinar comes with the Fistful of Talent guarantee: 60% of the time it works every time. Join the FOT crew as they tell the truth and cut through the smoke and mirrors related to Talent Reviews as a part of your succession program.
Ready to reverse engineer your performance review process and actually have a chance at meaningful talent conversations with your leadership team or managers at your company?