You_Exec_-_Performance_Management_Free.pptx

You_Exec_-_Performance_Management_Free.pptx

1. Team Performance Review Performance Trend Thomas Frank Carolin Diane Dennis Claire Luiz The sales team achieved a 15% increase in sales this quarter, continuing a year-long upward trend. Their strategic client engagement and effective use of new technologies led to exceeding targets. This strong performance indicates potential for sustained growth in future quarters. Performance Management 1

2. Team Sales Leaderboard of this Year Weekly Sales Arpita Dale Paula Stephen Northeast Mid-West West South $93.8k This year 37% $300k $93.8k This year 63% $250k $93.8k This year 20% $700k $93.8k This year 85% $300k This week This week $4.5k This week $4.5k $4.5k $4.5k This week $ 473.2k This year 37% $300k $ 4.5k This week  $ 37k v last week Arpita Dale Paula Stephen $145k $133.4k $101k $93.8k Jan Feb Mar Apr Performance Management 2

3. Communication Leadership Adaptability Relationships Development of Others Personal Development Task Management Production 1 2 3 4 5 Review Results Comparison Self vs. All Observers 3.42 3.76 Differential 0.34 N/A 5 Always 4 Usually 3 Sometimes 2 Seldom 1 Never Favorable Zone (3.50 to 4.25) Performance Management 3

4. Peer Review Seeks feedback and opportunities for learning and growth. Demonstrates awareness of strengths and weaknesses to improve. Learns from the mistakes & challenges that face them. 5 4 3 2 1 Strongly Disagree Disagree Indifferent Agree Strongly Agree Performance Management 4

5. Quarterly Performance Review 82% Overall Performance Felicia possesses a declined available to her team members. Felicia helps team members on projects she is not involved in She provides support, key insights, ideas and direction when possible. Felicia makes a strong effort educate herself and enrich her own critical thinking skill. She is well-organized, with her time and mindful of deadlines. 74% Goal Achieved Of the Q2 traffic acquisition targets, Felicia achieved 74% of the goals. The goals are always set very high, and 74% is still significant in terms of growth for the company. Felicia will need to create and execute a plan for getting more press mentions for the brand, and brokering content partnerships moving into Q3. 65% Improvement Of the areas identified in previous performance reviews, Felicia has demonstrated significant growth as an employee. While she still has some areas to cover, her growth has demonstrated her dedication to the role, and ability to problem-solve proactively. She will need to determine ways to scale certain experiments and hacks that show growth potential. 92% Core Values Felicia’s work ethic is a strong reflection of the company’s core values. She demonstrates job role ownership, ability to learn, win as a team, and active reflection exceedingly well. She has also made significant effort to learn, study her industry and make highly-informed decisions. Q2 Review Period Felicia Nguyan Employee Name July 10 th , 20XX Date of Review Marketing Department Performance Management 5

6. Employee Evaluation Form Below Par Par Above Par Measurements Standards Leadership Ethics/Integrity Customer Interaction Community Management Manager’s Assessment Excellent teamwork and collaboration Consistently meets deadlines efficiently Creative solutions, innovative thinking Creative and innovative solutions delivered People Performance Teamwork Training & Development Manager’s Assessment Proactive and self-motivated approach Outstanding communication and clarity Effective time management Control Audit Legal Auditor’s Assessment High adaptability to change Proactive and self-motivated approach Performance Management 6

7. Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Week 13 Performance Action Plan Start Meet and set performance improvement goals Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Midpoint Check-in Set and manager review with meeting Plan Conclusion Meet and review performance goal achievement Receive real-time Feedback and Praise via Slack & Gmail Performance Improvement Plan Performance Management 7

8. Peer Review Friendliness Communication Teamwork Productivity Work Ethics 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 Unsatisfactory Excellent Rate the employee based on - Performance Management 8

9. MBO-Based Performance Review Specific Measurable Attainable Result- Oriented Time- Bound Which Accounts? How Many? Can they do it? Does it drive the desired objective? By when? Tier-1 targets Seven Yes Yes July 1, 20XX 0% 40% 70% 100% 120% No sessions were conducted by July 1 1-3 sessions conducted by July 1 4-6 sessions conducted by July 1 7 session conducted by July 1 More than or all 7 sessions conducted by July 1 Starting Objective Educate target accounts on upcoming launch product Resulting Objective Conduct a client-educating seminar or a lunch-and-learn session with seven tier-one target by July 1 Framework Rating Scale (% MBO Payout) Performance Management 9

10. Performance Incentive Survey Results 60% 39% 39% 34% 29% 21% 15% 9% 10% Remote Workers 65% 42% 34% 32% 18% 19% 17% 12% 9% In-Office workers Increase compensation Offer more flexible working hours Allow me to work remotely Invest in more efficient Tech tools, systems, and processes Offer and enforce no meeting days Establish clear communication norms Improve communication about company mission and strategy Offer more access to senior leadership Offer more access to manager Performance Management 10