Why Performance Appraisals?

Smart Business Reasons for the Investment in Formal Feedback

What We Want vs. What We Get

Questions and confusionKnow what is expected

Hit the ground running

Drive their own learning

Behave differently after training

Months of waiting for performance

Constant requests for HR to develop them

The same old habits

The Importance of Feedback in Getting What We Want

Performance management research tells us that up to 90% of all performance problems are caused by a lack of information and feedback.”

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The Goal of the Appraisal Link individual performance to business strategy and

goals Set individual performance goals

– What we want done (Task)– How we want it done (Method & Process)

Capture performance data over period of time Set developmental targets Establish criteria for rewards Uncover organization-wide performance trends

The General Process

Review company strategy.

Set individual goals.

Set development goals.

Observe behavior.

Observe results.

Document progress.

Look for trends.

Analyze business impact.

Document findings.

Investment vs. Payoff Leaders must...

– Train employees in the process

– Spend Time• Planning• Monitoring• Evaluating• Communicating

– Deal w/ defensiveness– Ensure rewards are linked

and consistent

Leaders gain... – Alignment of individuals to

business strategy– Clarity in expectations– Reduction in performance

problems– Documentation to support

staffing actions– Accountability at the

individual level

Who We Are: An Overview

Consulting professionals with expertise in performance improvement

U.S.-based operations with a network of qualified affiliates worldwide

Products and services to support corporate clients and other consultants

Other avenues to achieve full-service offerings to clients– SyNet– DTM

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Get in touch

+1 (864) 962-6789 phone • info@ppsinternational.net email