As HR organizations look to transform their performance management practice from an after-the-fact forced documentation to a driver of business outcomes, calibration can not only improve the perceived fairness of today’s process, but raise the value of performance management to the business by:
• Socializing expectations.
• Gaining visibility into cross-team capabilities.
• Better preparing managers to coach employees.
• Providing a natural segue to broader business conversations.
In order to leverage calibration as a business value generator rather than a mechanism for further frustration, organizations must understand the key steps in running successful calibration sessions:
1. Get what matters on the table.
2. Make the conversation king.
3. Make the tough calls.
4. Own the result.
5. Broaden insight.
6. Move toward future-focused business impact.
7. Communicate “what’s in it for me” to managers and employees.
