Conversion from the traditional employee performance reviews system is the hard part

by on June 5, 2009 · 0 Comment POSTED IN: HR Info Center

The Catalytic conversion system is easier to maintain after you scrap the old employee performance reviews

Employee ownership
If you want to make this work, employee performance reviews and catalytic coaching have got to be owned by the employee. It has to be their career and they have to drive it. I mean they have to get it, that it’s theirs. That’s the best way for this to work to be a pull based system.

It’s very different than the old cookie cutter employee performance reviews; they’re not used to it. It’s not normal but it’s much superior. It’s like a Mac operating system versus PC. It just works better. Okay, but they’ve got to get used to it because everybody is using PCs out there.

Coaching Competency
Coaching competency is the second thing you got to have. Managers and supervisors, again, need a little bit of training. And you’ve got to ask some expertise that the coach to or coaches coach level or that coaches coach level. If you got a big organization, you need HR people internally or externally. They’re going to be able to help you with this, bring it in and sustain it, okay.

There’s a commitment level you need at the top of your organization to the new employee performance reviews and catalytic coaching. Whether that’s an owner or that’s the top executive. It really helps when they lead by example.

Feedback is vital
Give your people direct feedback on how they perform in the new employee performance reviews and their game goes from good to great or from great to fabulous or from okay to good depending on where they start. But give them very focused attention. It’s very interesting and our design for how we encourage you to do this is worthy of some examination.

Our website is My book, again, you can find on the website. We’ve got an interactive version of the forms.. But there’s a fillable version, I think you might like that we market for a very reasonable dollar amount on our program there.

It gives you so much of what you need in the background to be able to run the new employee performance reviews processes effectively. So if you’re really going to do this, if you’re going to change the way you talk to people about you’re doing a good job and how we pay you, then please get additional information. Somebody in your company needs to really dig through this material so you become an expert and not just “okay”, if you will.

Edited remarks from the Rapid Learning Institute webinar “No More Performance Reviews! – A Revolutionary Approach to Performance Feedback” by Gary Markle

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