Monday´s Wall Street Journal contained an article on Worker Performance Reviews. The article highlights how Whirlpool Corp. has streamlined the performance review process, including establishing a requirement that managers and workers meet at least quarterly to review progress. In addition, the article outlines an example of a manger who meets with his employees for up to 45 minutes every two weeks, resulting in improved communication and positive results. Time previously spent on work tasks is now being used to coach and provide guidance to workers who as a result carry out the work more effectively. Ongoing conversation between managers and employees is critical but may not always take place. How this is achieved varies between companies. The preliminary results of our performance management survey indicate that the majority of responding companies review performance annually:
How frequently is performance formally reviewed in your organization?
An interesting Reality HR Interview which tackles the topic of how to encourage more frequent/ongoing communication between managers and employees can be accessed here.
Reality HR Interview with Ken Barry, S V P Human Resources, Homestore Inc.
The other point highlighted in the Wall Street Journal article is how difficult it can be to establish goals aligned with business strategy for all employees. During my recent webcast on building alignment, participants submitted suggestions around how to best link goals with strategic business objectives. Suggestions included:
-Wide communication and development of competencies
-Group discussions
-Use of a performance management technology system
-Executive Committee of the organization articulating company goals
-Quarterly meetings with the president and other members of the executive staff to communicate goals and attainment of them
-Assignment of KPI´s
What steps do you find most effective to link goals effectively with strategic business objectives?
