Strategies to Enhance Your Employee Performance Review and Assessment Process

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Description

It is not uncommon for managers of structural engineering firms to facilitate employee performance reviews. The frequency, format, complexity, and formality of these reviews vary widely from company to company. A vast majority of human resource managers argue that annual performance reviews have little impact on individual performance, and may lead to significant reductions in employee productivity and engagement. Over the past decade, many firms have made significant changes to their performance review processes to address these concerns and some have even abolished or considered eliminating numerical performance ratings. Organizations with multiple offices in several different regions have the added complexity of developing employee performance reviews for skills that may not be consistent for the same position. Smaller firms may not have the tools or resources to execute an effectively managed process.

This presentation aims to highlight key strategies to transform the traditional performance review into a positive, productive, and beneficial process for employees, managers, and a firm’s office culture. With reference to SE3 survey data, recent studies by other organizations and institutions, this session will share best practices for the feedback process, for greatest impact on employee engagement, career development, and overall retention.

Course will award 1.25 hours of continuing education

Please note: This webinar is part of the SE3 Spring Series and is not included in the NCSEA Webinar Subscription.

Contributors

Marc Steyer, S.E., LEED AP

As a principal at Tipping, Marc directs his vision and energies externally and internally: He works first to understand and internalize the unique goals, concerns, and needs of his clients. He manages internal operations to allow for superior client service and, in alignment with client goals, pursues innovative avenues for project delivery and design collaboration. Internally, Marc has committed to developing the next generation of leaders; he works to nurture, create, and shape a workplace that inspires its creative, passionate members to engage in their best work. Marc’s wide range of experience includes work for engineering, architecture, and construction firms. Since joining Tipping in 2005, he has combined his engineering and management expertise on projects involving both new and existing structures, with an emphasis on sustainable design and seismic safety. After nine years at Tipping, he was named principal in 2014.
Natalie Tse, S.E., LEED AP

Natalie Y. Tse is a California Licensed Structural Engineer with a broad range of design experience in educational, commercial/retail, residential, science and technology sectors. She is a Project Manager at Tipping Structural Engineers in Berkeley, California. Her portfolio includes the structural design, assessment, and seismic retrofit of over 35 school campuses, a mission critical laboratory and office building, and the design of a new wood-framed cathedral over concrete post-tensioned podium. Natalie is passionate about innovative solutions, well-integrated and cost-effective designs, responsiveness during construction, and open communication. In 2015, she co-founded the SE3 Project, a project established to understand and mitigate issues of employee engagement, retention, advancement, work-life balance, and equity in the structural engineering profession. She is a recipient of the SEAOC Giles Scholarship and the Edwin G Zacher Award.

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Description

Contributors

Marc Steyer, S.E., LEED AP

Natalie Tse, S.E., LEED AP