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Performance Management 2.0: Taking Performance Management to the Next Level - Presentation for the HRdergi Performance Management, Compensation and Rewards Conference in Istanbul, Turkey on 12 November. The presentation explores the impact of neuroscience on the performance management process and includes a discussion about ways to reduce the anxiety about the process and increase the overall effectiveness of manager and employee discussions.
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Performance Management 2.0
Taking Performance Management to the Next Level
HRdergi Performans, Ücret ve Ödül Yönetimi Zirvesi12 Kasim 2014
Istanbul Marriott Hotel Asia
Patrina M. Clark, President, Pivotal Practices Consulting LLC
Session Overview
• Three dynamics of performance –personal, objective, inclusive
• People considerations – SCARF & Birkman
• Process considerations
• Issues, issues, and more issues
• Strategic framework
• Three key ideas
Copyright 2014 Pivotal Practices Consulting LLC – All Rights Reserved
Personal | Inclusive | Objective
Three Central Ideas
•Brain treats perceived social threats like physical threats.
•Personal effectiveness is reduced by threat and increased by reward.
•Threat response more intense and more common than reward response.
Copyright 2014 Pivotal Practices Consulting LLC – All Rights Reserved
S-C-A-R-F
•Status – relative importance to others
•Certainty – ability to predict future
•Autonomy – sense of control
•Relatedness – sense of safety with others
•Fairness – perception of fair exchange
Copyright 2014 Pivotal Practices Consulting LLC – All Rights Reserved
Partner Share
Which Is Your Primary Driver?
S – C – A – R – F
S-C-A-R-F
•Status – relative importance to others
•Certainty – ability to predict future
•Autonomy – sense of control
•Relatedness – sense of safety with others
•Fairness – perception of fair exchange
Copyright 2014 Pivotal Practices Consulting LLC – All Rights Reserved
motivation
behavior Usual
Needs
Interests
MET
UNMETStress
Basic Example: B = f (P/E)
BUsual
(Stress)
PNeeds
Interests
BUsual
(Stress)PNeeds
Interests
Copyright © 2013 Birkman International, Inc. Houston, Texas. All rights reserved.
Two people engage in a conversation. One person’s external
behavior (Usual or Stress Behavior) affects the other person’s
internal expectations (Needs and Interests).
Needs/Interests get met = motivated/engaged (Usual)
Needs/Interests do not get met = demotivated/disengaged (Stress)
“Lewin’s Equation”
Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals.
U.S. Office of Personnel Management (OPM)
Partner Share
Rank Your Organization 1 10The Worst The Best
Dissatisfied Inaccurate
Issues, Issues, Issues . . .
Waste of
Time
80%
57% 45%
(1) Reuters 2009; (2) Globoforce 2013 (3) CBS Interactive 2014
Vol. 39, No. 8
Performance Management Gets SocialDr. Edie L. Goldberg
Partner Share
Share an example of how your company
addressed one of these issues.
Three Key Ideas
• Better Individual Engagement = Better
Individual Performance
• Better Individual Performance = Better
Team Performance
• Better Team Performance = Better
Organizational Performance
Partner Share
What is the most impactful
idea from today’s session?
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