Performance Management
Challenge
A healthcare organization had a 77% completion rate on performance appraisals in the year 2000. Evaluation forms did not contain business goals or development plans. The process included a peer review where employees were not giving honest feedback due to concern about negatively affecting their colleagues’ pay and employment.
Solution
- Conducted focus groups on current performance management system; analyzed results and made recommendations.
- Worked with human resources and information systems to develop a new performance management process and online system.
- Designed and facilitated face-to-face and distance performance management training for all managers.
- Created and distributed manager and employee real-time performance management support tools.
- Helped write performance management process communications.
- Conducted a follow-up performance management satisfaction survey and implemented improvements.
Results
- Peer review was discontinued.
- New performance management system included cascaded organizational, team, and individual business goals, as well as skill development plans.
- Improvements yielded 20% increase in managerial and self-evaluation completion rate from 77% in 2000 to 97% in 2002.
- Human Resources reported an increase in the quality of performance appraisals written by managers. Business goals and skill development plans were more comprehensive, specific, and measurable.
View description of Performance Management services
Improve Performance.
Elaine responded to customer needs and provided a performance development tool that was easy to use, linked corporate imperatives to individual goals, and resulted in nearly 100% compliance with the Performance Development program.
-Director of Compensation and Benefits, Software Company