Stop Torturing your Managers and Employees with Traditional Performance Management - Give Them Something of Value

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Research and feedback on traditional performance management systems indicates that the parties involved do not find the process valuable. Managers dislike it because it is time consuming, lacks timeliness, seems to always be done under pressure, and are often disputed. Employees who receive “positive” performance reviews complain they are not good enough and employees that receive “negative” performance reviews complain they are inaccurate and not good enough. What a waste of time and energy!! “Stop Torturing them and give them something of Value”.

Younger generation employees are clear that they need and insist on more feedback regarding all aspects of their jobs and job performance. How does management respond to this need? Initiate a system of ongoing performance management feedback. This feedback is in the form of regular conversations with the employee. How do you do this?

Have a developmental mindset in your feedback to employees
Train your managers the techniques needed to do this effectively
Train employees to participate in these conversations as a reward rather than a threat
Document the ongoing feedback in a confirming rather than “gotcha” way
Be transparent
Be genuine

Ongoing performance management requires managers to participate in an ongoing cycle of instruction/feedback, evaluation, correction/adjustment, evaluation…etc. Often managers are uncomfortable with this type of “confrontation” with employees. The training must help managers see the benefits of this type of conversation. Training must:

Provide the opportunity for reward/value
Provide the managers an opportunity to practice in a safe environment
Help managers change the conversations in ways that complement their individual styles.
Help managers learn that transparency and gaminess is strong management not weakness

“Stop Torturing them and give them something of Value”, will delve into more detail on these topics. Real examples from my practice in this area will be shared and discussed.

July 10, 2018 11 AM PDT, 2 PM ET, 7 PM GMT

Brought to you by:

Dr. Robert Sniderman, President of The Entrepreneurial Edge, Inc. and HRFocus USA.

Robert Sniderman, Ph.D., SPHR. , SHRM-SCP, Director of EXTTI, Inc and President of The Entrepreneurial Edge, Inc and HRFocus USA, a corporation that provides Organizational/Business/Human Resource consulting, Expert Witness and Impartial Investigation services. Dr. Sniderman, renowned as an executive and owner’s coach, facilitator of business groups, consultant in organizational change management, human resource management, external workplace investigations and workplace litigation expert witness, on-line recruitment/selection/retention, teambuilding, training and development, executive development, and strategic planning and change. He is particularly expert in coaching managers and executive in techniques that facilitate their ability to change the conversations they are having with employees to foster more open and transparent feedback and discussion. He is a long-standing member of SHRM and AWI. Dr. Sniderman has completed the AWI National Institute in 2013. Dr. Sniderman earned his Doctorate degree in Organizational Psychology and has been providing services to the business and human resources community since 1976. .

Dr. Sniderman is an accomplished speaker, published researcher and teacher at the University level. His book, “Considering Generations: A Generational Primer” became available in May 2003. He has spoken at National Conventions and Conferences on such topics as Generational Issues in Associations and Business; Recruitment, Selection Assessment and Retention Programs, and other Human Resource Management Subjects; Organizational Change; Ethical Business Practices; Disability Management and Integrated Return to Work Programs.

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