1. Link Your Strategies for
Retention and Growth!
Performance Management, Data Management and
Succession Planning
2. Agenda
Clearly defined objectives, the key to effective
performance management
The intersection of tactical and strategic skills
Succession planning as a comprehensive, ongoing
activity
Bridging generational issues in the workplace
Following-up
2
3. Performance Management
A system of inter-related activities that:
Involves the employee
Is primarily carried out by the supervisor and
higher-level management
Is supported by Human Resources
Has the goal of improving employee
performance, productivity, motivation, and
morale
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4. How Integrated is Your
Performance Management?
1. Managers create objectives with their employees that are
aligned with organizational objectives and meet frequently
throughout the year to discuss and review them.
2. Managers create objectives for their employees and have a
mid- and end-of-year review.
3. Managers assign objectives to their employees and give an
end-of-year appraisal.
4. Organizational objectives aren’t always clearly
communicated so it’s hard for managers to set objectives
and give feedback.
5. Who’s got time for all these meetings?
Just get the work done!
4
6. Creating Collaborative Objectives
In order to get employee buy-in to
accomplishing goals:
Share higher-level objectives with employee
Have employee develop initial set of objectives that
support higher-level objectives
Review employee's objectives and negotiate final
objective to mutual satisfaction
Agree on what will constitute satisfactory performance
for these objectives
Include developmental goals for the employee
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8. Why Manage Performance?
To accomplish goals
To improve performance
To motivate staff
To identify and address performance gaps
To develop staff
To prepare the next generation of
managers
8
9. What’s Needed to Link
Performance and Succession?
To effective manage performance and succession
you need the proper support
Performance management system
HRIS with PM module
Support of senior leadership
Succession management process
• Assignments
• Rotations
• Mentors
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10. How Integrated is Your
Succession Management?
1. Succession management is an ongoing developmental
activity involving managers at multiple levels and
addressing all levels of management.
2. Succession management is an activity done annually by
senior managers to identify potential future leaders.
3. Succession management is done on an ad hoc basis in the
event a senior manager leaves.
4. We have a succession plan for contingencies but it is not
updated regularly.
5. We do not have an up-to-date succession plan, our CEO
and senior leaders aren’t going anywhere soon.
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11. Key Elements of
Succession Management
A process for identifying high-potential performers
Identify high-potential performers
Assess the readiness of high-potential performers
Identify future in-demand skills
Employee development
Succession planning & management
Create a transition process
Alignment with the organization’s goals & practices
Fresh strategic input and insights
12. Internal Sources
Retention is the most cost effective form of
recruiting!
Internal Assessment Programs
Performance Appraisals
Job Posting System
Employee Referrals
13. Succession Plans That Work*
Receive visible support from Senior Leadership
Are owned by line management and supported
by staff
Are simple and tailored to unique
organizational needs
Are flexible and linked with strategic
long-range plans
Evolve from a thorough human resources
review process
14. Succession Plans That Work*
Are based upon well-developed competencies
and the objective assessment of candidates
Incorporate employee input
Are part of a broader management
development effort
Include plans for developmental job
assignments
Are integrated with other human resources
systems
Emphasize accountability and follow-up
* “Succession Planning,” Lorrina J. Eastman, Center for Creative Leadership, Greensboro, NC
15. Succession Management and the
Emerging Workforce
Millennials would rather discover than be told
Shorter attention spans
No more “dues paying”
They expect it all and they expect it now
They are the chosen generation
Twitter mentality
Little sense of history
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16. They expect
to be –
and will
need to be –
managed
differently.
17. The Seven “C’s”
• Collaboration is essential
• Coaching works better than commanding
• Communication is the key
• Competency and capability rule
• Compromise wins
• Conflict is to be expected
• Commitment counts
17
18. Performance Management and
Succession Planning
Performance management and
succession planning are,
and must be,
complementary activities,
not events.
19. Thank You!
Ronald M. Katz, SPHR
Penguin Human Resource Consulting LLC
www.PenguinHR.com
Ron@PenguinHR.com
