I'm an HR professional asked to speak to staff to unveil a new performance management system. What things can I say?

May We Recommend...

The answer depends on whether you've made sufficient changes to have clear benefits compared to the old system FOR EMPLOYEES and managers. If you've just tweaked your system, by changing forms, or software, it's going to be hard to come across as credible in what you say.

If, however, the changes are radical enough to make your new system quite different, and with clear benefits to those present, then you are in good shape.

Consider These Things To Mention When Unveiling A New Performance Management System

  • Mention the frustrations managers and employees had with the old system. Highlight WHY they didn't like it, and what prompted the desire to change.
  • Do NOT spend much time on HR benefits, or benefits to the company. Employees don't care that much.
  • Spend most of your time explaining WHY the new system will benefit those present. Tie those benefits in to the frustrations with the previous system.
  • As time permits, walk through the new process as vividly as possible. Employees will want to know, very specifically, what the new process will look like, AND how it will feel.
  • De-emphasize the forms. Staff know that almost all review forms are a waste of time, and they've probably seen various different ones that look pretty much the same. Focus on your desire to HELP staff perform better.
  • Your new system should allow for, and create better performance. If it doesn't it's all a waste, and your presentation will be seen as such, and you'll have no credibility. Again, focus on how the system will make it easier for staff to do their jobs.

 

 


About Company

Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.

About

Robert Bacal

Keynotes/Conferences
Bacal's Books
About The Company
About Our Performance Management Philosophy
Seminars
Sitemap
Privacy Policy

Our Related Websites

Leadership Resource Center
Upgrade your understanding of modern leadership in a complex world. Stay current.

The Planning Resource Center

From strategic planning for businesses, small and large, right through to financial planning for millennials, stay current with the latest thoughts and actions on planning.

Bacal & Associates Store
Free and paid guides, books, and documents on business, management and more.

Small Business Resource Center

For anyone who owns, runs or would like to start their own business. Filled with advice, tips, articles.

We Believe

  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

Get in Touch

  • Phone:
    (613) 764-0241
  • Email: ceo@work911.com
  • Address:

  • Bacal & Associates
  • 722 St. Isidore Rd.
  • Casselman
  • Ontario
  • Canada, K0A 1M0