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The Slow Extinction of Performance Reviews (free live webinar) - Shared screen with speaker view
Marlene
34:38
I don't have any sound and my audio is on
Karen
35:24
No sound
Michele Brenner
35:45
My sound is working just fine.
Tamara Furman
36:01
My sound is working, too
Marilea (Mel) De Faria
36:28
My sound is also working fine
Erin Krehbiel
36:42
Computer audio is working for me. yesterday there were global issues with zoom over mobile phones
SDHR Forum
37:59
Karen, ensure zoom has access to your device's microphone. Maybe try to sign in again.
Krul-Manor, Kathy
47:23
Ongoing talent reviews throughout the year
Alejandro Palacio
48:00
No reviews at all - Flat organization
Krul-Manor, Kathy
48:00
Deloitte shifted away from annual performance reviews a few years ago
tania
48:01
Hi All, We recently launched a weekly feedback system through 15Five.
sgruber
48:08
We did 9Block this year
Marilea (Mel) De Faria
48:10
At the previous company I worked form, it was the traditional once a year review unfortunately
Anna Nocera
48:35
We do the traditional 90-day review and annually after that. We also give skill level increases/spot-on review.
Reina Castro
48:37
I'm seeing clients use quarterly (formal) with annual wrap up.
Molly Malino
48:38
New Hire 90 days then annual, and 90 days following a position change
nwilk
48:42
6 to 8 week check-in, with annual summary
Elizabeth Hendricks
48:45
We're small enough to easily allow ongoing conversations.
David Stryzheus
48:48
Transitioning from traditional to continuous
Villetta Reeves (AMN Healthcare)
49:10
we use annual reviews, but it's not effective and no one likes it!
Norma Villicana
49:22
traditional review annually
Jason Saffold
49:25
We're focused on neutral, constant feedback. Taking the emotional words, thoughts, anger, frustration, disappointment out of our conversations and focusing on safe, neutral feedback.
Leighla Etters
49:48
We - use SMART goals, encourage continuous feedback, and hold quarterly Performance Development discussions with a mid-year and annual review
ejuarez
50:00
Traditional annual performance evaluation
Anna Nocera
50:05
For those not doing reviews. How are you managing compensation adjustments / increases / market changes?
vickie.motte
50:12
Traditional annual reviews
Jason Saffold
50:26
yes, weekly 'call for coaching'
Jason Saffold
51:16
daily if needed, push a week if needed, but standing 15 minute 'call for coaching' that generally is driven from the employee up, opportunity for leader to share the company's shifts
Alejandro Palacio
53:07
@Anna Nocera. Individual Based Increases - Driven by the employee, not formal program or timing. Quarterly profit sharing typically drives performance and removes the need for increases for most employees
Krul-Manor, Kathy
56:59
Anna - we leverage a final 'grouping' based on coach due diligence and performance snapshots to align against merit increase guidelines
tania
01:01:32
For anyone interested, I recommend a good article from HBR March/April 2019- The Feedback Fallacy.
Anna Nocera
01:02:19
Thanks Kathy and Alejandro...this has been my biggest obstacle with moving towards a new direction with the process.
Alejandro Palacio
01:02:58
I should add that our profit sharing has attainable team goals, not individual goals
Anna Nocera
01:04:32
Thanks Tania. Great info!
Anna Nocera
01:08:13
I have one mid-level manager with 30 employees. Has it been difficult for those managers to do those formal coachings 4 times a year versus that one review annually? Its not a roadblock, but definitely a speedbump.
susanpenn
01:13:29
Neurosience research really backs up the positive practice of asking for feedback, where giving it unsolicited will trigger threat.
Peter Kane
01:17:38
Whenever you see one of your people do something that worked for you, that rocked your world just a little, stop for a minute and highlight it. By helping your team member recognize what excellence looks like for her—by saying, “That! Yes, that!”—you’re offering her the chance to gain an insight; you’re highlighting a pattern that is already there within her so that she can recognize it, anchor it, re-create it, and refine it. That is learning.
EFugate
01:18:14
Spot on Peter!
Krul-Manor, Kathy
01:20:38
Deloitte has shifted to ongoing, 1:1 coaching conversations where team leaders and team members discuss recent successes and challenges. It's a positive approach to providing performance feedback in real time.
David Stryzheus
01:31:32
How do you track the completion of the check-ins? Do you use an HRIS? Or manual PDFs?
Anna Nocera
01:32:04
Without the rating system, how are monetary conversations?
susanpenn
01:32:16
This practice is ‘best practice’ backed up by tons of research. From what I find, the training can also be a culture changer, as well as adding to the competence of your leaders.
Krul-Manor, Kathy
01:32:38
@Anna Nocera - we completely separate performance outcome discussions from compensation conversations
David Stryzheus
01:32:56
How do you address the consistency of measuring the objectives without a rating system?
Mort Tuchin
01:33:07
I agree
Anna Nocera
01:34:58
What is the basis of the increase without rating? seems bias as well... is it flat?
Krul-Manor, Kathy
01:35:50
At Deloitte, we have 1:1 ongoing 'check ins', quarterly snapshots (captured via iRPM system), Panel led talent reviews throughout the year and a final outcomes/impacts YE talent review to close things out. We have a consistent Panel to ensure we know who is hitting it out of the park versus team members who are struggling, etc. All of those data inputs feed into the merit adjustments.
Linda Kurtz
01:37:54
That would be great to see sample documents. Thank you.
susanpenn
01:39:22
Nice presentation, thanks for sharing your passion project! So agree that this affects how we parent, as well.
Anna Nocera
01:39:27
Thanks you!
Delia Lozoya
01:39:36
Thank you!
Renu
01:39:37
Thanks you
Katia Bejan
01:39:51
This was very helpful, thanks!
Marilea (Mel) De Faria
01:39:51
Thank you
Tamara Furman
01:39:52
Thank you
Peter Kane
01:40:01
Thanks!
Lorraine Lockwood
01:40:13
Thank you for sharing!
Mort Tuchin
01:40:15
it says Mort Tuchin but it's Marlene Zagon
SDHR Forum
01:40:19
Thank You!
Gil Manzano
01:40:21
Thank you
Tamara Furman
01:41:04
great topic. Thank you Angelica for your leadership
EFugate
01:41:09
thanks!