CREATING A PERFORMANCE-BASED CULTURESESSION 2: THROUGH PROPER PERFORMANCE MANAGEMENT OF PEOPLECNI’s Journey, Mistakes, and Lessons Learned
Kenny OngCNI Holdings Berhad
Contents
1. Key Workforce challenges to achieving organization performance
2. Managing Performance through People: Support and Philosophy
3. How to really manage Performance
4. Managing Performance through Incentives
5. Employee Distinctions through Relative Performance
6. Managing Team performance – collaboration, innovation
Workforce Challenges
Key Workforce Challenges in Achieving Organizational Goals (Extremely Simplified Version):
1. Right Person, Wrong Job (5%)
2. Wrong Person, Right Job (20%)
3. Wrong Person, Wrong Job (1%)
4. Right Person, Right Job, Managed Wrongly (74%)
Managing Performance through People: Support and Philosophy
Alignment: 4-Wheels Model
Philosophies
Corporate
ObjectivePerformance Objectives
StructureResources
Leadership
Person
Alignment: Framework
• Equal / Fair• Happy / Productive • Performance vs Potential • Retention / Engagement• Activities / Results• Leading / Lagging• Macro / Micro
Philosophies
How to really manage Performance
• Beating a Dead Horse
Most Common Desperate Performance Improvement methods
1. Send for more Training
2. Enforce more Incentives (positive/negative)
Mager and Pipe
• Analyzing Performance Discrepancies
Managing Performance through Incentives
Incentive Problems
Problem with Incentives in managing performance:• Most people are confused or unsure about
compensation tools• Some people misuse compensation tools
What to Pay?
• Pay for Service
• Pay for Job
• Pay for Performance
• Pay for Competency
Performance and Incentives
1. Internal Equity1. Internal Job Rates
2. Performance differentials
2. External Competitiveness1. External Job Rates - Benchmarking
2. Demand & Supply
What’s the Difference?
• Increment
• Bonus
• Promotion
Compa Ratio Table
Use this if your company: • Pays for Performance, and • Pays for Job rates
Def:
Mid-Point = Mid Point of Pay Grade
Grade E2
Min RM2,000
MID RM2,500
Max RM3,000
Compa Ratio Table
< 0.7 ≥0.7 - ≤0.9
>0.9 - <1.1
≥1.1 - ≤1.3
> 1.3
5
4
3
2
1
Compa Ratio Table
< 0.7 ≥0.7 - ≤0.9
>0.9 - <1.1
≥1.1 - ≤1.3
> 1.3
5
4
3 5%
2
1
Compa Ratio Table
< 0.7 ≥0.7 - ≤0.9
>0.9 - <1.1
≥1.1 - ≤1.3
> 1.3
5 9
4 7
3 9 7 5% 4 3
2 2
1 0
Compa Ratio Table
< 0.7 ≥0.7 - ≤0.9
>0.9 - <1.1
≥1.1 - ≤1.3
> 1.3
5 15 12 9 8 7
4 12 9 7 5 3
3 9 7 5% 4 3
2 6 4 2 1 0
1 4 2 0 0 0
Dangers of Direct Incentives
1. lessen internal motivation, 2. switch to mercenary mode, 3. do something and do not do something else, 4. bribe and fraud culture, 5. easier for competitors to recruit, 6. lessen teamwork & helpful culture, 7. less and less impact for same value, 8. mockery of base salary and employment
contract, 9. rebellion from non-incentivised staff, 10.end up incentivising everyone for everything?,
Employee Distinctions through Relative Performance
Employee Distinction?
< 0.7 ≥0.7 - ≤0.9
>0.9 - <1.1
≥1.1 - ≤1.3
> 1.3
5 9 8 7 6 5
4 8 7 6 5 4
3 7 6 5% 4 3
2 6 5 4 3 2
1 5 4 3 2 1
Employee Distinction?
< 0.7 ≥0.7 - ≤0.9
>0.9 - <1.1
≥1.1 - ≤1.3
> 1.3
5 20 15 12 8 5
4 18 12 9 5 3
3 9 7 5% 4 3
2 1 1 1 0 0
1 0 0 0 0 0
Employee Distinction
Average Rating
Rating Multiply Factor
Example Rating
Example Increme
nt
> 4.1 5 2 4.2 8.4%
> 3.3 – 4.1 4 1.2 3.5 4.2%
> 2.3 – 3.3 3 0.75 2.8 2.1%
> 1.3 – 2.3 2 0.5 1.8 0.9%
≤ 1.3 1 0 1.0 0%
Employee Distinction
Group I
(Talent Pool)
23
45
PE
RF
OR
MA
NC
E
2 3 4 5
POTENTIAL• Identify
Employee Distinction
Group I
(Talent Pool)
Group II
( Potential)
Group III
( Performance)
Group IV
(Counseling)
2 3 4 5
23
45
PE
RF
OR
MA
NC
E
POTENTIAL• Identify
Curse of the Bell Curve
‘A’ Staff
‘B’ Staff
‘D’ Staff
‘E’ Staff
‘C’ Staff
Managing Team performance – collaboration, innovation
Managing TEAMS
1. Identify the right ‘levers’
2. Set KPIs for the right ‘levers’
3. Manage the ‘levers’ through performance systems
4. Balance Individual vs. Team priorities
5. Manage conflicting KPIs, but don’t eliminate them
TEAM levers
C.O.R.E.
÷
W.L.
Possible TEAM-type KPIs and incentives
Team Type Possible Incentive Type
Functional •Recognition for exceptional success (usually not in cash)•Individual role considered in normal merit increase process
Process •Team competencies recognised in pay for proficiency approach•Gainsharing or operational progress incentives
Project/ Time-based
•Recognition for exceptional individual contributions in spot wards or salary increases•Project / programme Phantom Stock or Profit Sharing
Network/ Partnerships
•Recognition for exceptional individual or team successes in spot awards or share increases•Venture profit sharing
Team Incentive Models
1. Fixed Salary Proportion (Fixed Personal, Variable Team)
Performance Incentive = Fixed Quantum + (Balance Sum In Bonus Pool ÷ Headcount)
Team Incentive Models
2. Two-tier Multiplier (Variable Personal, Variable Team)
Performance Incentive = Personal Target Achievement + (Personal Target Achievement x Team Performance Multiplier)
Team Incentive Models
3. Team Ratio Plan (Variable Personal, Fixed Team)
Performance Incentive = Team Ratio x Personal Target Multiplier
• Product Leadership• Reduce time to market• Commercialize new products fast• Ensure that ideas flow• Reuse what other parts of the company
have already learned• Ensure there are multiple sources of
funding
Possible Innovation levers
Innovation Levers?
1. Add 10 value increasing properties to each product or service every 90 days
2. Reduce jointly held inventories and lead time required by 90% in 24 months
3. Reduce new-product/service development cycle time by 75% in next 2 years
4. Copy 10 ideas every 60 days form competitors and noncompetitors
5. Target % Revenue from New Products (previous 24 months) - start with 50%
Source: The Innovation Challenge, “Thriving on Chaos”, by Tom Peters; Alfred A. Knopf Inc.
Managing People performance: A Summary
More Problems….
1. cost of evaluation vs. gains of evaluation
2. defer achievements of a good year to next
3. barely achieve so that next target is not high
4. spread improvements over several years
5. value reducing actions to increase performance
6. most ratings are 4 or 5, new people are 3
Contents
1. Key Workforce challenges to achieving organization performance
2. Managing Performance through People: Support and Philosophy
3. How to really manage Performance
4. Managing Performance through Incentives
5. Employee Distinctions through Relative Performance
6. Managing Team performance – collaboration, innovation
Before I forget…
• Re-train Appraisers• Train new Appraisers
Alignment: 4-Wheels Model
Philosophies
Corporate
ObjectivePerformance Objectives
StructureResources
Leadership
Person
Thank You.
soft copy of slides: www.totallyunrelatedrandomanddebatable.
blogspot.com