Waar gaat deze meeting over?
Performance Management processes often include a calibration part. In such case it is good to prepare line managers with guidance on "how to"and "what's new". At Ayvens, HR is preparing for "renewed" guidance for the upcoming cycle and wants to get inspired by what others do (or don't do) specific to calibration.
Claudia Visser from Ayvens will pitch this sparring session.
Stream:
Key take-aways:
In this Rumbold session, participants from Ayvens explored how to improve performance calibration practices across a global organization. The meeting emphasized the importance of visualizing rating distributions, separating performance and potential discussions, and preparing for EU pay transparency regulations. Peer pressure and structured guidance were identified as key levers to improve rating accuracy and fairness.
- Visualize Rating Distributions
Use bell curves in SuccessFactors to identify skewed ratings and align them with business performance [1] [2]. - Decouple Performance and Potential
Separate sessions for performance and potential allow for deeper focus and reduce pressure during year-end reviews [1] [2]. - Use Peer Pressure to Improve Calibration
Having managers present ratings to peers encourages accountability and discourages inflated ratings [1] [2]. - Focus on the “How” in Evaluations
Emphasizing competencies and behaviors helps mitigate bias and supports fair merit increases [1] [2]. - Prepare for Pay Transparency Regulations
HR must ensure fair pay practices and proactively address biases before finalizing compensation [1] [2].
(This message is AI generated by Copilot and based on information relevant to this meeting)
