Chapter 7 Rolling Out the Performance Management System Copyright © 2019 Chicago Business Press 7-1 Overview ◼ ◼ ◼ ◼ ◼ ◼ Preparation Communication Plan Appeals Process Rater Training Programs Pilot Testing Ongoing Monitoring and Evaluation Copyright © 2019 Chicago Business Press 7-2 Preparation ◼ Rolling out refers not only to launching a new system from scratch, but also, to revising and improving an existing one Copyright © 2019 Chicago Business Press 7-3 Communication Plan Components 7-4 Copyright © 2019 Chicago Business Press Communication Plan ◼ ◼ Communicating a Vision for Change Why is a communication plan necessary in the rollout out a performance management system? Copyright © 2019 Chicago Business Press 7-5 Communication Plan Answers the Questions: ◼ What is Performance Management (PM)? ◼ How does PM fit into our strategy? ◼ What’s in it for me? ◼ How does it work? ◼ What are my responsibilities? ◼ How does PM relate to other initiatives? Copyright © 2019 Chicago Business Press 7-6 Cognitive Biases That Affect Communications Effectiveness ◼ Selective Exposure ◼ Selective Perception ◼ Selective Retention Copyright © 2019 Chicago Business Press 7-7 Cognitive Biases That Affect Communications Effectiveness ◼ Selective Exposure • Tendency to expose our minds only to ideas with which we already agree • E.g., only communicating with employees who agree that PM is a good idea Copyright © 2019 Chicago Business Press 7-8 Cognitive Biases That Affect Communications Effectiveness ◼ Selective Perception • Tendency to perceive a piece of information as meaning what we would like it to mean even though the information, as intended by the communicator, may mean the exact opposite Copyright © 2019 Chicago Business Press 7-9 Cognitive Biases That Affect Communications Effectiveness ◼ Selective Retention • Tendency to remember only those pieces of information with which we already agree Copyright © 2019 Chicago Business Press 7-10 Minimizing Effects of Cognitive Biases Copyright © 2019 Chicago Business Press 7-11 Minimizing Effects of Cognitive Biases ◼ Involve Employees • People support what they help create • Higher the level of participation is in designing the system, the greater the support for the system will be Copyright © 2019 Chicago Business Press 7-12 Minimizing Effects of Cognitive Biases ◼ Understand Employee Needs • Identify how to meet needs through PM • E.g., Are they interested in development activities that would eventually lead to a promotion or a different job within the organization? Copyright © 2019 Chicago Business Press 7-13 Minimizing Effects of Cognitive Biases ◼ Strike First • Create positive attitude toward PM • Do not set up expectations you cannot deliver • Provide evidence to counter some of the arguments that might be used against the system Copyright © 2019 Chicago Business Press 7-14 Minimizing Effects of Cognitive Biases ◼ Provide Facts and Consequences • Clearly explain facts and what they mean or what the consequences are • Do not let employees draw their own conclusions Copyright © 2019 Chicago Business Press 7-15 Minimizing Effects of Cognitive Biases ◼ Put it in Writing • Create documentation describing the system and post it where it is accessible to everyone Copyright © 2019 Chicago Business Press 7-16 Minimizing Effects of Cognitive Biases ◼ Use Multiple Communication Channels • Face-to-face meetings; Virtual meetings; Email; TED talks; Short video clips • Expose employees repeatedly to the same message Copyright © 2019 Chicago Business Press 7-17 Minimizing Effects of Cognitive Biases ◼ Use Credible Communicators • Communication should be delivered by people who are trusted and admired within the organization • People regarded as key and powerful organizational players Copyright © 2019 Chicago Business Press 7-18 Minimizing Effects of Cognitive Biases ◼ Say It, and then, Say It Again • Repeat the information frequently • People can absorb only a small amount of information at a time, and may be resistant to change Copyright © 2019 Chicago Business Press 7-19 Appeals Process ◼ Promote employee buy-in to PM system • Amicable/Non-retaliatory • Resolution of disagreements ◼ Increases perception of the system’s fairness Copyright © 2019 Chicago Business Press 7-20 Appeals Process (continued) ◼ Employees can question two types of issues: • Judgmental ◼ Validity of evaluation • Administrative ◼ Whether policies and procedures were followed Copyright © 2019 Chicago Business Press 7-21 Recommended Appeals Process 7-22 Copyright © 2019 Chicago Business Press Recommended Appeals Process ◼ Level 1 • HR reviews facts, policies, and procedures • HR reports to supervisor/employee • HR attempts to negotiate a settlement ◼ Level 2 • Arbitrator (panel of peers and managers) ◼ Level 3 • High-level manager—final decision Copyright © 2019 Chicago Business Press 7-23 Company Spotlight ◼ ◼ University of Lethbridge implemented a three-level appeals process in their performance management system to increase buy-in from employees and perceived fairness Levels include: • 1: Human Resource investigation • 2: Performance Evaluation Committee investigation • 3: Formal Grievance under collective bargaining guidelines Copyright © 2019 Chicago Business Press 7-24 Quick Review ◼ Preparation ◼ Communication Plan ◼ Appeals Process ◼ Rater Training Programs ◼ Pilot Testing ◼ Ongoing Monitoring and Evaluation Copyright © 2019 Chicago Business Press 7-25 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2019 Chicago Business Press Copyright © 2019 Chicago Business Press 1-26 Performance Communication Plan Creating a successful performance management communication plan is vital. There are six basic components associated with a performance management communication plan, which can be reviewed in Figure 7-1, page 199 in your textbook. For this assignment, create a PowerPoint presentation for an organization of your choice, which is located in the Kingdom of Saudi Arabia. In this communication plan, which will be presented to new organizational employees (during orientation), address the following: • • • Provide information about your organization (specifically detailing its mission, vision, and values). • • Explain what type of performance management system you believe is best for the organization and justify why. • • Explain how the performance management system, for your selected organization, works. Explain the importance of performance management and why your organization values performance management. Explain how the performance management system utilized is aligned with your organization’s strategy. Note: You can suggest a performance management system or use the one that the company currently has. Explain the benefits of the performance management system to newly hired employees. Specifically, address the question, “What’s in it for me?” Critique the organization’s performance management system (which is currently used by the company or the system that you selected). Note the benefits and drawbacks of this system and offer recommendations for improvements. Your presentation should meet the following structural requirements: • Be 11 slides in length, with a minimum of eight content slides in addition to one title slide, an agenda slide, and at least one reference slide. • Provide support for your statements with in-text citations from a minimum of four scholarly articles in the speaker’s notes as well as the reference slide. Two of these sources may be from the class readings, textbook, or lectures, but two must be external. The Saudi Digital Library is a good place to find these sources and should be your primary resource for conducting research. • Presentation notes are required for each slide and should be put in the speaker’s notes section to support the slide content. These can be part of the presentation or delivered as a separate document. If you opt for the former, be aware that the presentation cannot be submitted in PDF format, which does not make notes visible to the instructor. Reach out to your instructor if you have questions about the assignment. Follow APA and Saudi Electronic University writing standards. 
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