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Performance, Development & Impact Reviews Employees
November 2017
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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
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Context & Background
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What will it look and feel like in the future if we did performance reviews really well?
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Benefits of getting it right
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Move into Workday for full PDITalent mapping
Move into BAU Integrated talent management /succession planning
Our 3 year journey
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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
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Effective PDI discussions – ‘Great conversations’
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3 step approach to effective PDI discussions
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Prepare and plan – what’s involved?
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• 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
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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
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Great conversations – what’s involved?
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• Discuss your career aspirations
• Be open to feedback
• Discuss progress on your objectives
• Discuss your strengths and development priorities
• Set SIMple objectives
• Agree actions
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Review and follow up – what’s involved?
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• Did we achieve what we needed?
• Log actions
• Set time aside for regular catch up meetings
• Set time aside to focus on development
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Dos and Don’ts of effective PDI discussions?
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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.
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Setting goals and objectives
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Key considerations when setting objectives
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Effective objectives - SIMple
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References:Secret to Setting Great Goals, Marc Effron, Talent Strategy Group.
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Effective objectives - Impact
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Questions?
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Have a go…
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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?)
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Some examples
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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
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How do we learn and develop?
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How do you like to learn?
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70/20/10 model
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What development would you recommend?
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Better understanding of the business strategy
Better insight into the competitor landscape
Better understanding of different audiences to increase impact
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Questions?
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Performance, Development & Impact (PDI) Reviews – What’s new?
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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
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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
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Questions?
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Close and next steps
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What will you do now to prepare for January?
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Questions?
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Thank you