Frustrated that you can’t seem to get to grips with your staff’s performance?
Feel that none of your staff take your appraisal process seriously?
Fed up of watching your staff with glum and bored faces in their appraisal meeting?
Well….. This is probably because you haven’t moved with the times and modernised your appraisal process! But do not fear, HR Elite is here to solve that problem for you swiftly and easily.
Many companies have become increasingly frustrated with their traditional performance review/appraisal process, regarding it as a tick box exercise with little or no engagement from their employees. How many times have you spent hours preparing for an appraisal meeting only to sit there with the employee feeling like they can’t wait to get out the door?
Many companies are now realising that there is a much more effective way of managing staff performance along with desired behaviours which has resulted in them replacing the traditional annual appraisal review with regular informal check ins between managers and their employees, Adobe, Dell, Microsoft, PWC to name but a few are leading the way. Without question, rethinking performance management processes is top of the agenda for most managers who still use a traditional appraisal process.
What has drove this change?
- Having to invest so much time in a process that seems to give very little value
- The amount of paperwork generated in managing this process
- The fact that it most likely hinders performance rather than improves it
- That a lot of the time the process has no real purpose and is more of a tick box exercise to satisfy best practice
- That it is a last century practice which lacks innovation and collaboration
- That if we were honest with ourselves most staff probably despise it
The biggest limitation of traditional appraisal processes is that it holds people accountable for past performance and behaviour at the expense of improving current performance and grooming talent for the future which is critical for company’s long term survival and success.
So, what is the answer?
Regular informal conversations between managers and their staff changes the focus from being accountable of past performance to building the workforce your company needs to be competitive through development, improvement and growth and ultimately getting your staff to be responsible for their own performance and development.
Workplaces now have much more complex roles and businesses are having to continuously change to keep up to date and to remain competitive. Looking back on past performance once a year, setting 12 month long term goals will just not work anymore. Businesses now need a performance management process that is current for their employees needs and is flexible, adaptable and meaningful.
Coaching staff to self develop, self organise, self reflect and to work more effectively in the modern working world, allows them to respond in real time to their natural cycle of work.
Regular feedback is essential in providing employees with what they need to know to do a good job and to rectify anything that may be hindering this. Conversations between managers and employees should take place when projects finish, milestones are reached, when challenges pop up etc. Employees need to solve problems as they go along (rather than waiting for the annual appraisal) and develop their skills for the future that fit with the journey the business is on and the part they have to play in this.
How do I achieve this for my business?
You may ask yourself, how am I going to get my managers to have good conversations with their employees throughout the year if I can’t get them to do this once a year – HR Elite has the answer.
Train and develop your managers in the following:
- Effective communication skills and understanding communication styles
- Giving constructive feedback and managing difficult conversations
- Coaching for performance skills
- Understanding and identifying learning styles
- Understanding and managing own emotions and understanding employees emotions (understanding emotional Intelligence and personality types)
- Motivational skills
- How to identify short term priorities and focus
This will ultimately lead to your managers being able to conduct effective regular catch ups/121 meetings with their staff aiding them to build better relationships at work for better team work, increased productivity, a happier and satisfied workforce, improved performance and ultimately staff taking responsibility to naturally want to develop and learn.
HR Elite have a number of packages to support you with all of the above. Click here to look at creating an effective workforce or to maximise your people potential.
For further information on modern performance management systems or for any other HR matter please contact one of our friendly team at info@hrelite,co,uk or call us on 01206 700690.