Performance Management

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Performance Management Ideas to Support FY 2009
AMI Process Kathryn Zukof April 2008
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Topics

• Why do performance management?
• What is NYUs performance management process?
• How can I conduct more effective performance
  review discussions?

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Topics

• Why do performance management?
• What is NYUs performance management process?
• How can I conduct more effective performance
  review discussions?

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The Rationale for Performance Management

• Gallup study of over 80,000 employees in over
  400
• organizations found
• When employees are clear about work
  expectations
• Customer satisfaction
• Profitability
• Productivity
• Turnover
• When employees receive feedback about
  performance
• Customer satisfaction
• Productivity

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CLC Research Exploring Over 100 Performance
Drivers
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Identified Nine A-Level Drivers
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Identified Nine A-Level Drivers
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The Rationale for Performance Management at NYU

• Drive a culture of high performance and
  accountability
• Support employee development
• Reinforce NYUs values and code of conduct
• Reduce the cost of litigation through
  documentation
• Provide a rational basis for compensation and
  promotion
• decisions

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Topics

• Why do performance management?
• What is NYUs performance management process?
• How can I conduct more effective performance
  review discussions?

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NYUs SPEAK Performance Communication Process
Success Performance, Engagement, Alignment and
Knowledge
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Beginning of Year

• Manager and Employee establish expectations for
• Operational Goals - What employee needs to
  accomplish
• Development Goals Skills employee needs to
  develop to accomplish these and other goals
• Values / Competencies - How employee
  accomplishes goals
• Management Competencies Additional expectations
  of managers

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Throughout Year

• Manager and Employee
• regularly discuss
• employee progress

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End of Year

• Manager and Employee meet to evaluate performance
  on
• Operational Goals - What employee accomplished
• Development Goals Skills employee developed
• Values / Competencies - How employee
  accomplished goals
• Management Competencies Additional expectations
  of managers

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Topics

• Why do performance management?
• What is NYUs performance management process?
• How can I conduct more effective performance
  review discussions?

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Recommended Year End Performance Review Process

• Employee completes Self Assessment and provides a
  copy to manager
• Manager gathers additional input from other
  sources (peers, clients, other managers) along
  with employees self assessment, and completes
  written performance review
• Manager meets with employee one-on-one to discuss
  performance
• Manager finalizes review

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Process for Effective Performance Review
Discussion

• Ask employee how the year went overall, then
  provide your overall assessment
• One-by-one, review each operational goal ask
  employee for his/her assessment before providing
  your own evaluation
• Repeat for each development goal
• Repeat for each competency / value
• Ask the employee for ideas on how to build
  his/her strengths and improve weaker areas
• Ask how you can help offer supportive
  suggestions
• Recap with a summary of overall performance
• Schedule a separate goal setting/development
  discussion at a future date

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Beware of Sidetracks
Attempts to divert a discussion away from the
problem

• The self inflicted wound
• The blame
• The stall
• The guilt trip
• The attack

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The Self Inflicted Wound
You Tim, there were two errors on this report
Employee Wow, Im sorry. I wouldnt be
surprised if you terminated me today. Its
just with the divorce, and my leg injury,
its so hard. Did I tell you what happened
to me in court the other day? You I want to
hear about that later. Right now, we need to
talk about the two errors in the report

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The Blame
You Tim, there were two errors on this report
Employee I know. But it isnt my fault.
Mary kept ignoring my emails like she always
does and then she finally sent me the data
yesterday and I barely had time to
proofread. You Right now were talking about
you, not Mary. You are responsible for
ensuring the data in the report is accurate

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The Stall
You Tim, there were two errors on this report
Employee Okay Ill work on it OR Youre
right, Ill keep an eye out for that next
time OR Sorry, it wont happen
again. You Do you agree this is a problem?
What specifically will you do to make sure this
doesnt happen again?
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The Guilt Trip
You Tim, there were two errors on this report
Employee You never tell me when Ive done
something right. Only when I could have
done something better You Right now were
talking about the errors on this report
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The Attack
You Tim, there were two errors on this report
Employee Well, maybe if you came out of
your office every once in a while, youd see
how overworked everyone is. I cant believe
youre managing this project this way. You
Right now were talking you. You are
responsible for ensuring the data in the report
is accurate
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To Combat General Sidetracks

• Say That may be true, but right now we need to
  talk about
• If the conversation gets off track, pause and
  transition the
• conversation back using the word So
• So, what specifically do you plan to do to get
  the data
• So, what are you going to do differently
  tomorrow

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Avoid CLC Research Identified Nine D Level
Drivers
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CLC Research B Level Drivers
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CLC Research C Level Drivers