Performance Management

“Improve the quality of the interpersonal interactions and the system interactions. Stop trying to improve the people!”

malpracticeThe Complete Performance Improvement Process (CPIP) is designed to replace the typical performance appraisal.

Why do we need to replace the typical Appraisal?
What is CPIP?
How is CPIP Different?

Why do we need to replace the Typical Appraisal?

asian and caucasian business executives reviewing and discussing business performance in office of a multinational company.Our leadership models must evolve.  The very complexity of the new highly competitive world requires continuous information exchange.  We must evolve our leadership effectiveness to ensure it is safe for employees to tell the truth at all times to optimize the information exchange.

The Typical Appraisal Damages Trust and Creates Fear

The typical performance appraisal creates fear, damages relationships, is a barrier to continuous quality improvement, and is a barrier to exchanging the truth.

The Typical Appraisal Damages the Quality of Feedback

Managers avoid giving feedback and employees resist receiving it.  This lack of feedback is damaging our ability to manage the most important issues.  A lack of quality feedback damages employee engagement.  Successful organizations have adopted many different kinds of technology.  We need the latest technology for the leadership of people.

The Typical Appraisal Damages Employee Engagement and Retention

Employee retention is needed to protect the knowledge inside the heads of these highly skilled employees.   We need a new performance review process to optimize retention.

What is CPIP?

CPIP is a process that engages both hearts and minds of all employees to achieve a competitive advantage.   It is a set of tools for optimizing the relationships, the quality of interpersonal interactions, and the quality of the system interactions.  It raises the level of leadership effectiveness for everyone.  It focuses on system improvement and not on criticism of the individual. It optimizes innovation and results.

How is CPIP Different?

  • The rating of the employee is eliminated. Therefore it is no longer necessary for the manager to “formally” evaluate the employee on their skills of teamwork, leadership, customer service, continuous improvement or personal traits.
  • It focuses on the future whereas the typical appraisal focuses on what happened in the past.
  • Accountability is significantly improved.
  • Legal protection for the organization is optimized.
  • The manager focuses on improving the trust and relationship with the employee in order to improve performance.
  • Learning is optimized.
  • The manager and the employee are partners in the improvement of the performance of the employee and the processes within which the employee functions.
  • The manager learns how to be a better leader at the same time the employee learns how to improve performance

 

Learn how it is working at a Senior Care Center…HERE!

 

Learn how OTHER organizations are eliminating the typical appraisal and why.  Based on employee and manager feedback, Expedia Inc. decided to eliminate performance ratings for the majority of its employees. Watch and learn why the organization made this decision. WorldATWork

Independent Living eliminating the typical appraisal and is enjoying significant benefits. Read more HERE!

Leaders at the Conference Board agree with me that the typical appraisal is not working:  “The state of performance management is awful,” begins The Conference Board Review® Summer 2013 cover story.  Read more HERE!