Khorus Talent Management Training

1. Khorus Talent Management Training

2. Success today looks like • Discuss talent management best practices • Review the Khorus Talent Management process flow • Watch a live demo of the Khorus Talent Management module

3. Agenda • Talent Management Research Discussion • Khorus Talent Module Process Flow • Khorus Talent Module Live Demo • Next steps to Use Khorus Talent • Resources Available

4. Khorus Khorus is an Organizational Leadership Platform that helps your CEO and Leadership Team drive organizational performance • Align, Engage and Develop your most valuable resource,your employees!

5. Performance Management Research and Best Practices

6. What is Performance Management? • Employee performance management is a set of management practices that: • Establish measurable goals and objectives for employees; • Assess attainment of such objectives; and, • Use this information to improve performance through coaching, development and other means (including compensation). • Most importantly,performance management is management! • Bersin by Deloitte

7. The Performance Management Challenge • Today’s performance management systems are causing problems with employee engagement and retention. • Performance management tools are far too complex, time-consuming and administrative for today’s workforce and speed. • Supervisor coaching and feedback must become part of the process. • Bersin by Deloitte

8. Performance Management Research 90% of HR heads feel their performance management systems yield inaccurate information. Corporate Executive Board 54% of employees feel performance evaluations do not reflect their performance. Modern Survey

9. Performance Management Research Cascading goals is a critically important feature of effective performance management in organizations which need to operate in a highly interdependent way and who share a common purpose. Center for effective organizations Research clearly shows that pay discussions need to take place after and separately from feedback about performance and discussions about training and development. Center for effective organizations

10. Khorus Talent Management Help people understand the big picture on how an employee’s day-to-day work contributes to the organization’s mission. Establish expectations, so employees know what success looks like for them. Provide rich, constructive feedback on how employees can improve performance going forward. Talk about key behaviors employees demonstrate and the positive or negative impact of those behaviors. Provide key experiences to develop employees. Khorus

11. Khorus Talent Process Overview

12. The Khorus Talent Workflow • 1 • 4 • Employee Appraisals Due • Employees Complete Appraisals • On the 1st day of every new quarter, Managers in Khorus will get a reminder on their home page that employee appraisals for the previous quarter are due. • Employees have the opportunity to comment on their Manager’s appraisals and then digitally sign the appraisal. • 5 • Manager Signs Appraisal • Once the Employee signs their appraisal the Manager signs the appraisal to permanently save the info. • 2 • Talent Compliance Summary • Managers can monitor the status of their appraisals of their direct reports and their extended organization’s appraisals from the Khorus Talent module. • 6 • Talent Dashboard • A Manager can view a summary of their organizations Performance/Potential appraisals from the Khorus Talent Dashboard to identify actions to be taken. • 3 • Managers Complete Appraisals • Managers perform appraisals for their direct reports while viewing their employees’ goals. • Managers then rate their direct reports on the Performance/Potential scales. These ratings are not visible to the employees but are visible up the management chain. The KhorusTalent Dashboard

13. Performance Appraisals That Work Khorus Home Page Reminders on Khorus Home Page denote that the Employee Appraisal period is open and when appraisals are due. Click on theGO TO APPRAISALS link to go to the Appraisal Compliancepage.

14. Performance Appraisals That Work Appraisal data and appraisals fromprevious quarters can be viewed by selecting quarters. Top section of the Khorus AppraisalCompliance Pageshowsthe appraisals status for Manager’s entire organization and just their direct reports. Appraisal Compliance Page Middle section showsthe appraisals status for the Managers reporting to the Manager. Email reminders can be sent from here. Bottom section showsthe appraisal statusfor each individual contributor reportingto the Manager. Appraisals can be started or viewed from this page.

15. Performance Appraisals That Work Section 1/3 of Employee Appraisal There are three mainsections of the KhorusEmployee Appraisalform. Info on Employeebeingappraised and appraisal period Employee’s goal status for the previousperiod are displayedfor reference. Best practice: Appraisals shouldbe based on the same goals used to run the company.

16. Performance Appraisals That Work An open, unlimitedtext field is where Managers provide feedback to Employeeon performance togoals. Best practice: Every Manager shouldtake the time to provide coaching to employee on strengthsto leverage, opportunitiesto improve, and personal developmentideas. Section 2/3 of Employee Appraisal

17. Performance Appraisals That Work Section 3/3 of Employee Appraisal Based on the GE9-box concept, eachEmployee is rated by his/her Manageron two attributes; Performance and Potential This ratings information is notvisible to the Employee and canonly be seen by the Manager and his/her management chain. The content for eachrating can be customized if necessary to alignwith the company’s values and culture.

18. Performance Appraisals That Work Completed Employee Appraisal After the Manager’sappraisal is completed,it is submitted to theEmployee for theircomments. The Employee digitallysigns the appraisal. Manager finishes theappraisal with his/herdigital signature. Theappraisal is then permanently savedwith the comments, ratings and final goalstatus.

19. Performance Appraisals That Work Appraisal data can be filtered based on appraisal status and whether employees are direct reports or Manager’s entire organization. Khorus Talent Dashboard The Khorus TalentDashboard providesan overview of the organization’s employee Performance/Potentialratings based on their Manager’s input. Click on one of the circles and the appropriate Employeesare listed on the right. Appraisal data and appraisals from previous quarters can be viewed by selecting quarters.

20. Performance Appraisals That Work Best Practices for Appraisals: • Appraise employees regularly; timely feedback is essential to both company performance and employee development. Khorus recommends a formal appraisal every 90 days, informal discussions more often. • Employee appraisals should be based on the same goals used to run the company. • Every Manager should take the time to provide coaching to Employee on strengths to leverage, opportunities to improve, and personal development ideas. It’s a great idea to give the Employee feedback about their behaviors that support or contradict company values. • Verbally discuss appraisals with Employees rather than just enter and submit. Appraisals are not just the perfect coaching opportunity they are an excellent time to discuss changes to goal setting for future periods. • Research clearly shows that compensation discussions need to take place separate from feedback about performance and discussions about training and development.

21. Starting Khorus

22. Current state and goals • Discuss what performance management processes your company has used in the past • Discuss what your company is trying to achieve with Khorus Talent • Discuss any challenges you might anticipate in rolling out Khorus Talent and how we can best to address them

23. Khorus will enable the Talent Module for your company. • Have an executive send an email to all employees about the new talent management process. • Provide all managers with your company’s expectations for how to provide employee appraisals. • Based on company’s HR policy • Communicate the talent management schedule to all Managers. • Appraisals are late 21 days into new quarter • Monitor the talent management compliance metrics weekly in Khorus. • Goal: 100% appraisal completion by day 21 • Review the Khorus Talent Dashboard to determine employee groups needing special attention. • Send email reminders within Khorus Next Steps

24. Resources • Your Khorus Implementation Owner • Reading • Talent Management That Works; A People-Centric Approach to Talent • Khorus Help menu • How to videos • Step-by-step instructions • support@khorus.com

25. Communicating Performance Management Policy

26. What is Performance Management? • Performance management is a set of management practices that: • Establish measurable goals for all employees; • Communicate company values to all employees; • Assess attainment of such goals and demonstration of values; and, • Use this information to improve performance through coaching, development and recognition. • Most importantly,performance management is management!

27. Our Commitment to all Employees? • We encourage all employees to live by the company values. • We clearly set and communicate expectations for company, team and individual performance. • We provide honest, constructive feedback to enable employees to continuously learn and develop as a member of our team. • The objective of our performance management process is not be to make everyone happy; it is to inform and motivate everyone.

28. Our Company Values? • We listen, we care, we serve. • We do what we say we’ll do. • We practice open, real communication. • We face challenges with optimism. • We check our egos at the door. • We believe in people and their dreams. • We are committed to investing in and bringing out the best of our employees. E X A M P L E S

29. Quarterly Reviews • We are using the Khorus platform to consistently provide regular, quarterlyperformance reviews between every employees and their manager. • All performance reviews in Khorus are confidential between the employee and his/her upward management chain. • We encourage more frequent informalcoaching discussions outside of Khorus.

30. Required Review Topics • Reviews center on the past quarter’s performance. • Comments on the employee’s performance to goals; Did they achieve the goal as defined? Were the goals set appropriately? • Comments on the employee’s ability to predict the outcome of their goals throughout the quarter. • Comments on the employee’s support for and demonstration of the company values. • Comments on employee’s strengths to nuture and opportunities for development. • Optional: Comments on potential goals for future quarters.

31. Inappropriate Review Topics The purpose of quarterly Khorus reviews is to provide feedback on past performance and coach for future development. We have no tolerance for: • Comments that violate any HR policy • Comments that are discriminatory; sex, age, religion, etc. • Comments that are general, unsubstantiated, or unactionable • Comments on promotion or firing or salary • Comments on personnel issues • Comments solely intended to be humorous • Comments that berate or browbeat

32. Quarterly Review Process • On the 1st day of the quarter, all managers will receive a notification that employee performance reviews should be started. • All performance reviews are due by the 21st day of the quarter.

33. Quarterly Review Process Step 1: Manager starts the review • Review employee’s goal performance • Provide coaching commentary • Rate each employee on performance and potential Step 2: Employee adds comments • Response to manager’s commentary • Additional information to reflect on the quarter Step 3: Employee digitally signs the review by typing name Step 4: Manager digitally signs the review to save.

35. More Performance Management Research • In a public survey Deloitte conducted recently, more than half the executives questioned (58%) believe that their current performance management approach drives neither employee engagement nor high performance. They, and we, are in need of something nimbler, real-time, and more individualized—something squarely focused on fueling performance in the future rather than assessing it in the past. • High-performance, high-engagement organizations have managers who: • Make expectations clear. • Help find solutions to problems. • Play to employees’ strengths. • Discuss strengths and development needs. • Not surprisingly, the Saba/WorkplaceTrends.com research also highlighted that only 55 percent of employees feel as though performance management appraisals are effective for employees to develop themselves and their abilities at work. (Of course, that is 55 percent of employees who have a performance management process in the first place) The Global Workforce Leadership Survey 2012

36. More Performance Management Research • Cascading goals down can be very time consuming, but it is a critically important feature of effective performance management in organizations which need to operate in a highly interdependent way and who share a common purpose. • Research clearly shows that pay discussions need to take place after and separately from feedback about performance and discussions about training and development. When discussions of performance are combined with discussions of pay, individuals walk away with only a memory and understanding of the pay decision. They do not process issues about development, and do not remember nor feel committed to the development and the growth activities that were discussed. • One final point: the objective of a performance management system should not be to make everyone happy; it should be to motivate and inform everyone. • Forbes; April 2015