CNA Insurance

Re-Calibrating The Focus: Performance Management in an evolved Workplace and Workforce

The traditional performance management process is ripe for an overhaul as the nature of work and workforce expectations evolve rapidly. In the session "Performance Management of the Future", experts explored how HR can realign performance management to drive greater business impact and employee engagement.

Nick Allen highlighted that "the more that you're increasing the effectiveness of Performance Management, the less the effort part even matters." When performance management processes are highly effective at fueling organizational performance, leaders and employees are willing to put in the work.

Three critical strategies were discussed for recalibrating performance management's focus:
1. Make it business-driven - Closely align performance management to each business unit's strategy, key results, and outcomes rather than treating it as just an HR process. Customize the process by job family/function.
2. Make it employee-owned - Incorporate more employee voice through self-evaluations, individualized development plans, and an ongoing dialogue around skills and career growth. Position performance management as a "people process."
3. Make it work-centered - Shift away from a rigid, annualized approach to one that is agile and focused on actual work being done cross-functionally. Create transparency by allowing stakeholders to view others' goals.
By becoming more business-driven, employee-owned, and work-centered, performance management can transform from a burdensome routine into a catalyst for organizational agility, collaboration, and talent development. HR has a critical role in rearchitecting the process and training leaders to make this shift.

Performance Management of the Future

engagement &amp; culture

learning strategy

Engagement &amp; Culture

talent mobility

nick.allen

kacie.walters

allyson.carter

performance improvement

aimee.louw

edward.desrosiers

talent management

learning &amp; development

ariel.mcgrew

reskilling

steve.griffith

internal talent marketplace

skill development

skill-based hr

talent review

workforce sustainability

workforce planning

ELE Group, LLC

Re-Calibrating The Focus: Performance Management in an evolved Workplace and Workforce

Despite many companies evolving their performance management processes over the past decade, a recent comprehensive Gartner research study found that business leaders still don’t see it as an effective value add to the business. This has led to some moving away from it completely. Gartner’s study suggests companies focus on three areas to improve business effectiveness:
<ul>
 	<li>Business Driven</li>
 	<li>​Employee Owned​</li>
 	<li>Work Centered​</li>
</ul>
&nbsp;

​In this session, Angie Zeigler and Nick Allen will lead a dialogue on the future of performance management. We will first examine its purpose and how that purpose has shifted as society has rapidly evolved to a new way of working, particularly the influence of a staying inter-connected in a hybrid/remote environment and as we shift to more of a skills-based talent marketplace. And we will then dive more into these 3 areas of improved effectiveness and how these may influence the directional focus of how performance management continues to evolve.​​

[embed]https://media.ele.llc/2022/20220823_Retooling-LD_LearningCircle_mm01.mp4[/embed]

&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

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single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

Charter Manufacturing

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="lazyautosizes lazyloaded aligncenter wp-image-36904 size-full" src="https://wp.ele.llc/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" data-src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg 745w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-300x181.jpg 300w, https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box-234x141.jpg 234w" data-sizes="auto" />

Source for graphic: AIHR (The Netherlands)

In this insightful presentation, Megan Joecks, VP of Talent Management at Charter Manufacturing, shared how her organization revolutionized their talent management approach by moving beyond traditional 9-box grids. The new "Talent Builder" framework focuses on engaging employees at all levels while providing a more nuanced and actionable talent assessment process.
<blockquote>Megan emphasized, "We are taking the stance that development is for everyone and there might be additional engagement or retention tactics that may need to be deployed for your top talent."</blockquote>
This philosophy underpins their innovative approach to talent management and development.

Key Takeaways:
1. Rethinking Talent Assessment: By transitioning from the traditional nine-box grid to a "Development Paths" approach, organizations can foster more meaningful talent conversations and generate actionable insights for employee growth and succession planning.
2. Transparency and Engagement: Implementing a transparent talent management process that actively involves employees in their own development journey can significantly boost engagement levels and improve the effectiveness of succession planning efforts.
3. Facilitating Meaningful Conversations: Equipping both managers and employees with tools like conversation starters can help initiate and maintain productive discussions about career development and potential, leading to more engaged and motivated workforce.
This session provided valuable insights for HR professionals and leaders looking to modernize their talent management practices and create a more engaging, transparent, and development-focused organizational culture.

Moving Beyond 9 Box Grids | Talent Builder Engaging Employees

Integrated Talent Management

richard.busby

coaching

azizeh.constantinescu

performance assessment

succession planning

hipo

Coaching Conversations

ana.bedard

megan.joecks

intergrated talent development

talent performance

jenny.heitman

jb.mckoy

ann.brownell

shailesh.kamath

9 box assessments

meaningful conversations

talent management planning

Session Focus:  Engaging Employees with a simple framework moving beyond 9-box assessments


Case Study: Talent Builder (Charter Manufacturing)

<img class="aligncenter size-full wp-image-36904" src="https://www.learningexecutive.com/wp-content/uploads/2022/08/Soure-AIHR-Moving-beyond-the-9-box.jpg" alt="9-box Grids for Succession Planning" width="745" height="449" />
Source for graphic: AIHR (The Netherlands)
&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

&nbsp;

Performance Management of the Future

Moving Beyond 9 Box Grids | Talent Builder Engaging Employees

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