Tandehill Human Capital
Telephone: 1.630.836.8098
SERVICES PRINCIPALS EXPERIENCE ARTICLES HOMECONTACT US
Performance Management
Providing structure and guidance around what employees need to accomplish and how they need to accomplish it.
Performance Management Services
Establish a framework for annual objective-setting
Identify and define competencies that drive business success
Provide training on effective performance reviews
Design performance appraisal forms
Link pay increases to job and skill growth
Develop manager's toolkit/resource guide for performance management
Executive 360 degree performance review and coaching
Tandehill Can Help If...
The appraisal process does little to shape and direct employee behavior.
Performance management is a once a year event and you need to weave it into the day-to-day actions and accountabilities of the managers.
The factors that you use to evaluate performance have no proven linkage with the factors that drive the business's success.
The appraisal process is so time consuming that managers ignore it and do nothing.
Employees have so many annual performance objectives that the MBO's look more like an onerous job description than part of a performance appraisal.
The items covered in the performance review process are too vague and you need to articulate the specific behaviors, skills and actions that the organization wants to encourage and reward.
DID YOU KNOW?
 
Converting an average performer into a high performer generates a 40% to 67% improvement in productivity.
- War for Talent: Michaels, Handfield-Jones, Axelrod
Perspectives and Capabilities
Downloadable .pdf files
New Rules: Paying for Performance - Part I of a WorldatWork Workspan article by Christine Tande and Brad Hill describing 10 new rules to help your organization truly pay for performance. [example- Rule #2: Every $1 increase in base pay will be viewed the same as a $5 bonus.]
New Rules: Paying for Performance - Part II of a WorldatWork Workspan article by Christine Tande and Brad Hill describing 10 new rules to help your organization truly pay for performance. [example- Rule #9: Executive pay will be capped at a multiple of average worker pay.]
Base Pay Increases and Merit Bonuses: An Approach to Annual Compensation Increases - Compensation & Benefits Management article by Brad Hill describing what type of performance should be rewarded with base pay increases and what type of performance should be rewarded with variable pay.
Top Pay for Best Performers - HR Magazine article by Steve Bates citing the experience and findings of the industry's pay-for-performance experts.
THE TANDEHILL DIFFERENCE
 
We are focused more on employee growth and development than on employee evaluation. We believe performance management is about the learning, not the rating.