Here we are. Finally, its time to dive into the most important aspect of the PA cycle, the Talent Review Meeting!
So, with that, let’s go for it.
The TRM accomplishes the following things:
- Ensures the fairness of the process by calibrating the scores of every employee in the organization.
- Removes the pressure managers feel to inflate or deflate the ratings of direct reports.
- Ensures the end results reflect a shared expectation of performance since managers often have different expectations for their people and interpret standards differently.
- Reduces evaluation biases by forcing managers to justify and defend their decisions to their peers.
- Increases employee perception that the process is fair.
- Allows the organization to develop a succession plan with more complete performance information and data on each employee.
- Assists managers by providing suggestions and guidance to the reviewing manager on how to present the PA to the employee or how to deal with any other issues or concerns.
Talent Review Meetings (TRMs) are where a Talent Review Board (TRB)consisting of a group of managers meet to review each direct report’s Performance Appraisal in order ensure fairness. Each manager must review and defend, to their peers, the scores they gave their direct reports. Particularly the 1s and 5s.
Now that the purpose of the TRM is understood, it’s time discuss the actual mechanics of it all.
Everything for the meeting was prepared last week – the ranking sheet has been filled out, the schedule has been communicated to the managers, and the notebooks have been built. So the focus this week is 100% on the TRMs.
Obviously, a private conference room will be needed because it’s important that the managers are comfortable having a free flowing and frank discussion about their and their peer’s employee’s performance and conduct. It’s also kinda important that employees can’t hear what is being said behind those doors!
At the start of each TRM, the following materials need to be handed out to each manager and discussed:
- The Purpose of the TRM listing the seven reasons why the TRM is an important part of the cycle (see the points above) along with a list of evaluation biases to look out for. Click here for the Purpose of the TRM document: Talent Review Meeting Purpose
- The PA Ranking Sheet for their specific TRM session which helps the TRB with their review and calibration. I provided the Ranking Sheet last week bit will do so again here: 20XX HHHR PA Ranking Sheet (Example Organization)
- The Talent Review Notebook containing all the PAs for the TRB’s particular session.
HR is in charge of the meeting and is there to keep the proceedings professional, focused on the task, and on schedule.
Once the managers are seated and have been given the documents and notebook, they need to take a few minutes to study the PA Ranking Sheet and highlight the scores that, in their opinion and experience, seem out of place.
The process starts by HR and the members of the TRB opening up the TRM notebook and going to the PA of the first employee on the schedule. It’s best to schedule the strongest and/or most ‘HR supportive manager’ first. Meet with that manager beforehand to review what’s expected so they can be a model to the other managers.
HR should then say “Manager #1, Let’s start off by hearing about Employee #1 and why you scored them the way you did”. The manager will then go through, point by point, the Core Competencies and Objectives defending and giving the reasons behind each of the scores.
During their defense, HR and the managers making up the TRB should be asking questions and challenging the scores and comments that seem unusual, out of place, or those they don’t agree with.
At first, there probably won’t be much interaction as the managers will be afraid of stepping on each other’s toes. So it will be up to HR to model how the members of the TRB should behave. HR should question and probe for reasons why a manager scored their direct report taking special note of the 1s and 5s. Ask for specific reasons and examples from throughout the evaluation year of why they scored them the way they did.
Eventually, a couple managers will start getting it and will take over for you and start the heavy questioning and probing. And soon they will all start participating.
Also, refer to the Ranking Sheet and question the managers who score their direct reports lower than the average and those who score higher. The tough manager might have some of the organization’s best employees but will give them low scores compared to the others and visa versa, the generous manager might have some of the organization’s worst employees but give the very good scores compared to the others. This is where the manager and TRB make the appropriate adjustments to the scores in the PA as they work through it. This situation is very common at first but will correct itself as you continue with the TRMs in the future.
There will be times the manager won’t have a good reason why they scored the way they did. As they discuss, answer questions, and hear comments from other managers about their direct report’s performance and conduct, they will usually agree that the score should be changed. It can go both ways, up and down.
There will also be times when the manager feels strongly about the score despite what HR and the TRB thinks. This doesn’t happen often but when it does, it can get awkward and difficult. This is where HR needs to use their crucial conversational skills and help the TRB and manager make a final decision together. HR may have to accept the score or they may insist on changing it, it will depend on the situation and HR’s knowledge of the people involved. Remember, HR is in charge of this whole thing so don’t be afraid to flex your muscles if needed.
Once the TRB gets going, there will be comparisons between employees and how they’re scored. Similar performing employees with similar results should have similar scores. This is good and should be discussed and explored. And the scores should be adjusted if appropriate.
It’s important to understand that this isn’t an exact science. This is about people evaluating other people so there will be a lot of intangibles and biases. But the TRB will do their best to even out the scores by exploring the intangibles and reducing the biases.
As a great solo HR leader, you should have a great professional relationship with most of the employees in your organization. You should have a good idea of how everybody is doing since you are constantly talking to and building relationships with them. And, since you have a good idea about the employees in your organization, does the manager’s score jive with your perception of the employee? Have there been forgotten discipline issues or performance/conduct awards the the manager has forgotten and isn’t taking into consideration? Dig, probe,and question. It’s up to you to drive the success, fairness, and accuracy of the TRM.
After each section of the PA – Core Competencies and each Objective – HR should ask if there are any further questions or comments and if everybody is OK with the scores and or revised scores, if any. If there is, continue the discussion, keeping the schedule in mind, and if there isn’t, move on to the next PA.
Keep good notes during the TRM. Record the revised scores and make notes of when you ask managers to expand on or clarify their comments in the PA. Once the TRMs are finished, HR will go back and make the changes to the scores and send the updated PA to the managers for them to deliver, reminding them to update the comments, if needed.
At the end of each meeting sincerely thank the participating managers by telling them the following:
Thank you very much for your participating in today’s TRM. It’s a lot of hard work but important work spending the time discussing the performance and conduct of our organizations most important asset, our people.
We were able to sit down as a team and learn more about our own people and the people of our peers today, and from what I saw, gained a lot of appreciation and value from it. I have a couple more days with other TRBs this week and once I’m done, I’ll get the final PAs sent to you next week so you can deliver them to your people.
Whew, this was a long post but like I said, the TRMs are the most important aspect of the entire cycle. I could go into more detail but I think this is appropriate for a blog post and I’ll save the greater detail for a book in the future.
This post, hopefully will give you a good sense of the mechanics of how to run a TRM. Please don’t hesitate to comment below if you have any questions. I’d appreciate knowing what I need to clarify and expand on.
Next week, I’ll discuss week six, Delivery Week.