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Enhancing Employee Performance Reviews with Value-Focused Tools

In December 2012, the management team presented revised company values aimed at improving employee performance reviews. Minor adjustments were made before sharing these values with employees during plant meetings, which included the creation of values banners. Key challenges identified included inconsistencies in manager ratings, a lack of employee buy-in, and a grading-like system. To address these issues, a new performance review tool will be developed, linking ratings to company values, incorporating self-assessments, and ensuring a balanced evaluation of job performance. The implementation timeline includes training for managers to ensure effective utilization of the new system.

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Enhancing Employee Performance Reviews with Value-Focused Tools

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Presentation Transcript

  1. Management and Supervisor Buy-In • Values Team presented draft Values to Management Team in December 2012 • Management team made a couple of minor “wordsmithing” /emphasis changes

  2. Company Roll Out • Shared with all employees during plant meetings • Values “banners” created • Next Steps: Develop HR tools to support Values

  3. Performance Review: Challenges • Manager interpretation of rating system not consistent • Rating system feels like a ‘grading’ system • Managers not providing specific examples to support rating • Manager often glosses over issues in order to support a better rating and raise • No employee ‘buy-in’ to the review – it’s been top-down • Coupling performance review and pay conversation

  4. Goals for a New Tool • Create a strong link to Values • Create a tool that supports an objective conversation about job performance and behavior • Help employees see what “A Player” behavior looks like • Create a rating system that is accompanied by clear definitions • Reduce overall manager subjectivity in rating • Engage the employee by introducing a self-assessment component • Create an overall rating that will be a factor in pay increase decisions • Provide data that can assist managers and the company to develop training to address individual and overall company performance gaps

  5. Process/Timeline

  6. New Performance Review Tool • 3 Sections • Values • Job Description • Goals • New rating system • Meets and Needs Improvement • Bonus Points for “Exceeds” • Values and Job Performance equally weighted • Overall score informs pay increase eligibility

  7. New Performance Review Tool: Values

  8. Job Description and Job Responsibilities

  9. Overall Rating

  10. Implementation • Train managers and supervisors on using new tool (March) • Definitions • Scoring System • Timeline for completion (April – May) • Self-reviews by employees • Managers complete initial reviews • Sr. Manager review of all manager/supervisor reviews • Quality • Consistency • Managers present reviews to employees • Manager recommendation for salary increases

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