HCM-07€¦ · Senior Product Manager, Deltek Talent Management ... » HR » Matrix Managers » Project Managers » Peers Additional Participants » Out of the box meeting reasons

HCM-07:Drive Continuous Improvement with Modern Performance Management Practices

Dave Lee, Deltek

Agenda

Introduction/Overview

Modern Challenges

Time To Modernize

Actual Solutions & Processes

Transition Plan

Conclusion

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Dave Lee ACPMPO, MBA, SPHR, SHRM-SCP

Senior Product Manager, Deltek Talent Management

Former HR executive with over 20 years of HR/Talent experience

CONFIDENTIAL © Deltek, Inc. All Rights Reserved.

3


Modern Challenges

Lack of Qualified

Candidates

Rising Employee Turnover

Employee

DisengagementSuccession

Planning

Disparate

Systems

AE Firms are Facing Real HCM Challenges

Deltek Clarity 2019- A&E

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Deltek Clarity 2019- GovCon


15% 2 to 1 71% 13.8% 92%

The Pace of Change is Accelerating

Only 15% of

employees are

engaged, globally (Gallup)

Actively disengaged employees outnumber engaged employees (Gallup)

Millennials who expect to leave their jobs within the next two years (Allegis Group)

13.8%

Employee

Turnover (A&E

Clarity)

Would consider an

offer from an

employer with an

excellent reputation (CR Magazine)

Did You Know?89% of HR leaders surveyed agree ongoing peer feedback and check-ins have a positive impact on their organizations (SHRM)

Only 19% of millennials say they receive routine feedback. An even smaller percentage of millennials (17%) say the feedback they do receive is meaningful (Gallup)


https://www.gallup.com/workplace/236450/managers-millennials-feedback-won-ask.aspx


Deloitte

Only 8% of companies believe their performance

management process is highly effective in driving business value, while 58% say it’s not effective use of

time

Businessolver

92% of employees believe showing empathy is an

important way to advance employee retention

CoreAxis

45% of HR leaders do not think annual performance

reviews are an accurate appraisal for employee's

work

Covestro

68% of executives believe their employees would be

more engaged in their work and perform at higher levels if they had opportunities to be challenged by working on

purpose projects inside and/or outside the company

Expectations of the Modern Workforce» Development and variety

» Autonomy

» Involvement

» Opportunities to showcase talents

» Excellent mentors

» Rapid advancement

» Chances to be “competitive”

Changing the Way We Manage Performance» Over 80% of HR professionals

say they want to overhaul their

performance management

practices

» Most are concerned that they

do not have the right technology

in place to support a wide-scale

change

Employee Growth & Development Company Growth & Success

Continuous Performance Management allows employees to feel heard and be involved, steer their careers, be managed objectively, engage in frequent communication, and fuel their development.

Continuous Performance Management, when handled effectively, also provides a mutual benefit that drives engagement and retention, increases institutional knowledge, and results in profitability and organizational success.



Time To Modernize

» Employee driven market, centered around “experience”

» More than a “check-in”

» Employees desire frequent feedback and communication

» Managers/Project Leads need to keep in lock-step with employees and team members, and add in multiple parties

» Organizations need to foster this, set a cadence, and train on effective practices

» SaaS product to track and align with goals, development, etc.

Why Continuous Feedback? The Power of Conversation


Continuous Employee Development & Improvement» Is CF the sidecar to all the post-hire processes, or

is it the central system that ties it all together?

» We need to influence that it is the latter

» The ROI involves

» Valuing perspective and input

» Moving projects forward

» Keeping development, goals and learning on track by “looking forward”

» Real-time discussions that outshine the year-end appraisal “looking backward” discussion


» Track sessions

» Participant acceptance

» Progress and status

updates

» Signatures

Continuous Feedback

» Add any employee(s)

» HR

» Matrix Managers

» Project Managers

» Peers

Additional Participants

» Out of the box meeting

reasons and discussion

points

» Configurable and ability to

add new

» Manager and Employee

perspectives

Configurability

CF to Discuss Development


CF and Learning» Learning assists in meeting development needs

» Mitigates gaps, fuels growth

» LMS/External

» CF discussions can be used for Q&A and

Learning debriefs

» Meet Learning objectives

» Practical application of Learning


» Project milestone discussions

» Progress, roadblocks, involvement

» 16.1- Project Team CF!!!

CF For Projects


Common Issue

» We set goals or items to

measure/assess in an appraisal,

and we forget about them until the

11th hour.



CF To Keep Appraisal On Track

Use CF discussions on a regular

cadence to discuss progress towards

competencies, skills, goals, metrics,

etc.

» Meaningful goals

» Best Practices

» 3-5 goals per employee

» Most fit the mutual

benefit concept

» Consider one being

“personal”

Why Continuous Goal Management?

» Project milestones

» Internal & External Learning

» Stretch assignments

» Skill and Competency gains

» Shadowing

» OTJ Learning

What Are Meaningful Goals?

» Writing tips

» Scoring options

» Progress updates

» Status updates

Goal Writing

» Still using appraisals?

» Set at workflow level

» Active goals at time of

appraisal launch

Dynamic Goals

Dynamic Goals in Appraisal Workflows

» Development plans wrap

objectives together

» Creates a defined total path

towards a growth initiative

» HCM-06 later today

Why Development Plans?

» Powerful suggestions that

assist managers

» Used in tandem with other

areas of DTM product (LMS for

example)

Plan Items

Transition Takes Patience, Process, Influence and Communication

Gain and Influence Buy-In

Define Continuous

Performance

Management

Process

Rollout

Be the agent of change and influence the organization

appropriately

Define Continuous Performance Management

process with assistance from stakeholders

Communication of plan and rollout strategy, training


Communication

and Training

Time to shine!


Gain Buy-In

Solution Part 1

Influence By Persona, Pain Point» Your solutions and ideas should generally solve

problems…for all levels

» Align your influence and pitch strategically with

each pain point tied to an employee

persona/level

» Paint the picture vividly with your solutions

» Let’s look at an example with implementing

Continuous Performance Management


» Our top concerns are project profitability, customer loyalty/success and employee productivity/engagement/retention

» Without engaged, growing, knowledgeable, talented staff, we cannot achieve revenue/billing goals and return a profit to our shareholders/ownership

» Customer loyalty is achieved by providing an all-around experience with our organization. Continuous Performance Management allows us to stay in lock step with our employees and align their performance with our objectives, while enhancing their ability to provide such an experience

» Continuous Performance Management allows us to set meaningful goals which contributes to a mutual benefit of employee and company success

Senior Leadership


Benefits by Role

Benefits by Role

» I want to pay for a product and see solutions

implemented that are providing ROI and help us

move the needle

» Continuous Performance Management allows us

to set objective goals that can actually be

measured…and visibly contribute to our success

» Continuous Performance Management assists in

deepening/broadening our talent, which in turn

provides opportunity to win additional contracts

and bill at higher rates

Finance


» Continuous Performance Management keeps our employees

from becoming stagnant, and provides significant

development opportunities

» Allows our employees to be heard and be in the driver’s seat

of their own careers

» Today’s employees want continuous development, and

Continuous Performance Management is key to their

engagement and retention

» Assists us in achieving our succession planning goals by

mitigating/closing knowledge/skill gaps

Human Resources


Benefits by Role

Benefits by Role

» Allows me to stay in lock step with my staff, and

improves our relationship and connection

» Engages and retains my staff, reducing turnover

and “malcontents”

» Increases my department’s skills and

competencies

» Deepens/broadens our range of skill and

competency development, including both

technical and soft skills, assisting my

department and project teams in achieving

success

Manager


» Allows me to stay in lock step with my manager, and

improves our relationship and connection

» Increases my department’s skills and competencies

» Demonstrates that my manager/employer value my

perspective, growth and development

» Engages me and impacts my retention

» Increases my skills and competencies, allowing me to be

prepared for career pathing

Employee


Benefits by Role


When 80% benefit, don’t let 20% bring you/it down


Develop Your Process

Solution Part 2

Your Process» Involve stakeholders from the beginning

» Pull goals OUT of the appraisal process

OR Establish goal process

» CF Sessions every X days

» Key reason, keep goals and development on track

» Train your Managers on goal setting and effective

discussions


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Milestones

1 2 3During “Buy-in” &

Planning

During

Implementation

Post-

Implementation



Train Managers & Employees

Solution Part 3

Training Plan» Tailor to user permissions/access/roles

» Define the “why” and expected gains

» Timeline

» Map the process

» Documents/aides

» “What If” preparedness

» Ongoing assistance, communication and feedback



» Consistent discussions across your

organization

» Everyone speaking the same

“language”

» Ease of training managers and

employees

» Steer objectivity and productive

outcomes

Discussion Points

Configurable Meeting Reasons & Discussion Points


Time To Go Live!

Solution Part 4

Types of Measurement

User Adoption Rates Impact of New Processes Metrics

Performance Organizational Readiness Engagement & Retention


Optimization

Workshops/

Additional

Consulting

Talent Reporting

Tool Packages

Module Add On

Implementations

Technical Integrations &

Data Migration, Scripting

Administrator &

End-User

Training

Why work with Talent

Consulting team?We can offer the following:

For more information visit www.deltek.com/globalconsulting

https://www.deltek.com/en/support/global-consulting


[email protected]

Questions?

mailto:[email protected]