Performance, Development & Impact Reviews

bydeluxe.com Confidential & Proprietary

Performance, Development & Impact Reviews Employees

November 2017


Hello

Sati KaurFacilitator

Beth SamsonProducer

Name and role

How long at Deluxe?

Introductions

Agenda

Context & background

Framework for effective

PDI discussions

How do we learn &

develop?

Deluxe PDI reviews

Confidentiality

Getting the most from the session

Turn off your phones, emails and texts and clear any distractions from your workspace

Participate and prepare to be called on by name

Be patient waiting for a response to Chat messages


Context & Background


8

What will it look and feel like in the future if we did performance reviews really well?


Benefits of getting it right

9


Move into Workday for full PDITalent mapping

Move into BAU Integrated talent management /succession planning

Our 3 year journey

10

Year 1 Year 2 Year 3

First globally consistent online approachReview of performance, development and impact Start conversation about valuesIdentify talent

Roll-out plan 2017P

re-c

om

mu

nic

atio

n

HR webinarLine Manager briefings (F2F and online)

Employee introductory

webinar

Follow up communication

and sessions

20

18

fo

llow

up

Early – mid November Mid – late November December


Effective PDI discussions – ‘Great conversations’


3 step approach to effective PDI discussions

13


Prepare and plan – what’s involved?

14

• Consider your performance against objectives

• Reflect on your strengths and development areas

• Consider both WHAT and HOW (our values)

• Gather feedback from others

• Reflect on career aspirations

Our Values

15

Take Ownership: We are accountable for ourselves, our colleagues, our clients and our

company

Collaborate: Together we are stronger. We deliver more success through shared goals and

mutual respect

Exceed Expectations: We understand our colleagues’ and clients’ needs and always exceed

expectations

Be Pioneers: We innovate and push for boundless creativity through curiosity

Pursue Diversity: Different views and experiences are advantages. Our global presence gives

us perspectives that drive better business

Act with Integrity: We are honest and forthright in our dealings. Building trust builds a

better company


Great conversations – what’s involved?

16

• Discuss your career aspirations

• Be open to feedback

• Discuss progress on your objectives

• Discuss your strengths and development priorities

• Set SIMple objectives

• Agree actions


Review and follow up – what’s involved?

17

• Did we achieve what we needed?

• Log actions

• Set time aside for regular catch up meetings

• Set time aside to focus on development


Dos and Don’ts of effective PDI discussions?

18

19

Do’s and don’ts of effective PDI discussions

.

Don’t…

• Expect your manager to do

all the talking.

• Rush into the conversation

or conclusions.

• Avoid the difficult aspects of

the conversation, e.g.

development needs.

• Become defensive or

aggressive.

• Only focus on weaknesses

or see development needs

as failure.

• Focus only on performance;

also consider how you

achieve things.

• Become focused on small

details that detract from the

bigger picture

• Leave things open-ended

or unclear.

Do…

• Be honest, transparent,

constructive.

• Prepare to have a two-way

discussion.

• Be open to feedback and

messages.

• Summarise and ask questions

to help you understand.

• Consider the Deluxe

perspective and the wider

objectives.

• Consider previous feedback,

performance outcomes and

how you have achieved

objectives.

• Know your strengths and how

to draw on them.

• See development areas as a

positive way to reach full

potential.

• Consider both behaviour and

skills – it’s not only WHAT we

achieve but HOW we achieve

it.

• Be ready to take initiative and

responsibility for your

development.

• Take action points and initiate

action.


Setting goals and objectives


Key considerations when setting objectives

21


Effective objectives - SIMple

22

References:Secret to Setting Great Goals, Marc Effron, Talent Strategy Group.


Effective objectives - Impact

23


Questions?

24


Have a go…

25

Think about what you need to do/achieve in 2018. Set a SIMple objective for yourself. (4 minutes)

Impact goals – SIMple (Specific, Important, Meaningful)

What is the goal? (Specific)

1.

Why is it important? (For the individual, the team, division, organisation)

What will be the impact? (when achieved?)


Some examples

26

What is the goal? (Specific)

1. Increase technical knowledge –learn Houdini to a basic level

Why is it important? (For the individual, the team,

division, organisation)

What will be the impact? (when achieved?)

There is more work coming in the studio with Houdini knowledge needed

Impact goals – SIMple (Specific, Important, Meaningful)

Actions

Ability to work on more projects to increase value to Deluxe

Take course online through e-learning platform, seek mentor who knows platform

2. One Workflow - I would love the opportunity to be involved in what we are developing. This speaks to my background in systems, and is what I have enjoyed the most about my job with Deluxe

We are emerging as a company more into the technology realm and I want to be able to support multiple workflows and development projects

More quickly develop the workflow to this system which will be deployed on a global level increasing efficiency and output.

Speak with supervisor about assisting with this project, attend development meetings, determine where I can be involved and develop any necessary skills

3. Research and develop a mentoring program within my department

It will develop the skillsets of more junior team members while also giving knowledgeable senior level employees the opportunity to teach

Advance the skillset of junior level employees looking to grow their knowledge and create a boost in morale

Research best practices on mentorship, submit proposal to supervisor, secure budget and determine rollout plan.

4. Be involved in the expansion into emerging markets; help to set up expansion teams in each of the major markets

These and other emerging markets will be a huge potential source of revenue and Deluxe should explore new territories and lines of business

Increased revenue for Deluxe and new business opportunities

Research and determine best markets for expansion, propose plan for expansion, set up meeting with sales team to determine how I can best utilise my skills to grow in target market


How do we learn and develop?


How do you like to learn?

28


70/20/10 model

29


What development would you recommend?

30

Better understanding of the business strategy

Better insight into the competitor landscape

Better understanding of different audiences to increase impact


Questions?

31


Performance, Development & Impact (PDI) Reviews – What’s new?


Personal development & impact review cycle

Review 2017 performance

Set 3–4 goals (includes 1

development goal)

One of the pieces

feeding into salary review process and

PDP

Review 2017 performance

January 2019Full year review

July 2018 Mid year review

Stakeholder input

Stakeholder input

Organisational strategic goals cascaded down to build

functional goals

Manager identifies 3-4 key impact goals for the department/ team/

business lines

Exec team to share strategic goals with our people

Manager identifies 3-4 key impact goals for the department / team/ function / business lines

Employee identifies 3–4 specific goals (including 1 development goal)

Development and impact in 2017

Stakeholder feedback (manager requests and views only)

Assign rating

Employee and manager comments

PDI process: January – February 2018

Looking Back - Performance and Impact in 2017

Looking Forward –Performance and Impact

Goals in 2018

Performance and Impact ratings5

Leading the WayOutstanding impact for stakeholders/

team/ clients/ Deluxe

4Moving Ahead

Strong impact for stakeholders / team / clients/ Deluxe

3Right on Track

Good impact for stakeholders/ team/ clients/ Deluxe

2Needs to Keep Up

More impact required for stakeholders/ team/ clients/ Deluxe

1New to the Role

Too early to tell, has been in the role or working at Deluxe for less than 6 months

Looking back –

review of

impact goals

Looking back –

review of how

the goals were

achieved

Don’t forget to review the impact / results!

Online PDI form

Looking back –

review of

development

activity

Opportunity for

comments

Don’t forget to review the impact / results!

Online PDI form

Looking

forward –

setting SIMple

goals for 2018

Looking

forward –

development

actions

Don’t forget to include the impact / results!

Consider the values

Opportunity for

comments

Online PDI form

HR to quality review as required

PDI – on line work flow

39

Employee completes online evaluation

Manager & Employee conversation

Online form finalised

Employee agrees form & submits it

HR to review quality and process

Manager gathers stakeholder feedback via online tool

Reporting on ratings by region/BU/team


Questions?

40


Close and next steps


What will you do now to prepare for January?

42


Questions?

43

Thank you

Documents

Performance, Development & Impact Reviews