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Date www.local.gov.uk22nd July 2011 www.local.gov.uk
Is appraisal dead? Do we need a new
performance management culture?
WELCOME
#LGAWorkforce
Date www.local.gov.uk22nd July 2011 www.local.gov.uk
Performance
Appraisal?
Nigel Carruthers Senior Advisor
Local Government Association
“Performance Management Review”
‘Not only is the conventional performance review failing to
contribute, it can in many executives’ views
do irreparable harm.'
Renesis Likert
American social psychologist
Harvard Business Review
1959
“Performance Management Review”
• Renesis Likert’s comments echoed by council chief
executives today.
• HR Community, criticisms are commonplace.
• 80% councils in a recent LGA ASPIRE study managers
“felt that they should have devoted more attention to
addressing performance management issues”
• There’s been lots of studies & research though over the
years….
https://www.cipd.co.uk/knowledge/fundamentals/p
eople/performance/what-works-in-performance-
management-report
Jonny Gifford, CIPD’s
Adviser for
Organisational
Behaviour
https://www.cipd.co.uk/Images/in-search-of-the-
best-available-evidence_tcm18-16904.pdf
Cost of the “appraisal” to LG?
92% councils have an annual appraisal system, with on average
78% completion rate, based on average hourly rate £40 per hour
(manager and employee combined), and est. we spend at least 2
hours av. per appraisal….
We may know the cost of it (we don’treally)
but do we ‘understand the value’
£75m+?
“The words ‘can I give you some feedback’
have the same affect on the brain as someone
running up behind you in a dark alley wearing a
hoody,” she said. “I’ve seen journalists who
have been on the frontline in Afghanistan
quaking in fear at the thought of an appraisal.”
former BBC HR director
Lucy Adams
http://disruptivehr.com/a
bout-us/
ConditionsPolitical, Economic, Social,
Technical, Legal, Physical,
Resourcing and Procedures
AspirationsVision: goals, values
PerformanceActions and Outcomes
The peopleAttitudes, Skills, Knowledge,
Personal circumstance
Developing a performance Culture?
Copyright 2015© WHE (UK) Ltd.
Purpose
Interactions
http://www.whe-uk.com/
The ‘Deal’‘INDUCEMENTS’ ‘CONTRIBUTIONS’Manager Employee
Economic and Social Exchange
Relationship Quality
© Prof Helen Francis and Dr Martin Reddington
Measuring a performance Culture?
http://martinreddington.com/research.html
Improving PM Culture – is this different?
• Trying to simplify and de-clutter the process (define, unify, relevance)
• Emphasising the continuous nature of performance management, refocusing on
the skills of managers – coaching conversations
• Improving quality of the one-to-one interaction. E.g. Netflix process is voluntary
and driven by the employee.
• Giving attention to and prioritising the ‘golden thread’
• Reflecting positive psychology and neuroscience research by focusing on
personal strengths rather than weaknesses
• Using technology to standardise and speed processes without inadvertently
dehumanising them.
• Introducing values statements in place of competencies to reinforce the need for
certain behaviours and to guard against others.
ASPIRE the class of 2016….
https://youtu.be/v9BCogoDfkA
Rachel Jones,
HR Traded Services Manager,
Dudley MBC