“Building Community for Leaders”

Discussion Catalysts: Sandra Gilliland, Google; Nicole Grogan, Intellectual Ventures, Nicole Krantz, Zumiez 

Executive Coach: Suzanne Elshult

Reinventing Performance Management 

Performance management is a hot topic for many of you today.  The number of organizations revamping their systems are increasing by the day, citing numerous reasons ranging from a desire to have something nimbler, real-time, and more individualized that is focused on future performance rather than the past in place, to the need for greater speed, agility, one-size-fits-one, and constant learning. Most key elements of our past systems are under scrutiny such as annual reviews, cascading objectives, 360 feedback tools, rating scales, linkage to compensation and more.  Emerging technologies and our ability to collect vast amounts of data differently than in the past and the needs of the younger generation that has become used to getting instant feedback using social media are also fueling dramatic change.

In this session, our HREF executive members Nicole Grogan with Intellectual Ventures, Sandra Gilliland with Google, and Nicole Krantz with Zumiez will be our discussion catalysts. They are all examining and changing their performance management systems and want to also hear how the rest of you are responding to new drivers and the generally changing landscape.

Some questions we are grappling with as we are saying goodbye to performance management as we have known it in the past include:

1. Should we do away with performance ratings and focus on the content of feedback itself? Other options?
2. How do we create greater capability in our managers/team leaders/others to provide ongoing coaching and feedback?
3. How do we ensure appropriate differentiation of rewards for performance if there is no link to a performance rating?
4. How do we ensure employees feel that rewards are determined in a fair/transparent manner?
5. Should we move away from our current documented goal setting, mid year review and year end review process? What about 360 feedback processes? Are regular check-ins and feedback the way of the future? How frequent is just right?
6. What about HR? Does our role and way of contributing need to change? What are questions we need to ask that we are not asking?
7. How can we, are we, leveraging emerging technology and apps to change our approach? Hear about apps some of our HREF members have introduced.
8. Traditionally our systems have focused on past performance. Going forward it appears the focus is more future-oriented. Are you making this shift? IF not, why not?
9. How do we develop systems that minimize rater biases? Is a focus on what actions a manager or team leader would take in the future with respect to a person as opposed to a focus on skills the way to go? How about focusing on strengths?
10. How many hours do you currently spend as a company on your performance management? Can you simplify and streamline what you will be doing in the future? How do you demonstrate ROI?What other ones can you think of?

Come prepared to engage!

DIRECTIONS

We will be meeting in the Google SEATTLE office location (not kirkland).  The address is 601 N 34th St, Seattle, WA 98103.  Google has two buildings and will be meeting in the Abacus conference room, which is located just inside the building on the South/Water side. Parking is on the street or in the pay lots underneath the Freemont bridge.