You don’t need to do Performance Appraisals anymore as they are antiquated and no one else is doing them. Right? Not quite. Performance Appraisals as they used to be may be a thing of the past but that doesn’t mean you can stop appraising performance. Find out what you should be doing to develop your team.
As a manager, you’ll have heard repeatedly that giving constructive feedback is the answer to many of your management challenges. However, it’s really not that easy. How do you tell people where they are going wrong without causing drama? Telling people they’ve done a good job breeds loyalty and motivates teams. Telling people where they need to get better really is the only way for you to build the team you need. So, is it worth the effort? It is. You now just need to find the time and skill to do it. Easy!!
In this blog post we’ll give you some practical guidance on the things you need to think about when preparing for and delivering an appraisal. This should help you ensure both you and your employees benefit from the time you are investing.
Performance appraisals tend to be something businesses either embrace, ignore or conduct in a fairly half-hearted manner because they know they should do them but don’t really want to. The businesses who either ignore or are half-hearted about performance appraisals tend to be those who haven’t seen any benefit arise from them. We thought it would be worth sharing with you some of the common issues with performance appraisals so that you can think about changes you could make to get the most out of the process.
HR Consultancy – Help to Take Your Business Forward HR, done properly, really does add value to your business. There’s the things that you have to have in terms of contracts and policies and then there are those things that really make a difference. Performance appraisals, career development paths, behavioural frameworks, access to training and coaching,
Employee DevelopmentIt can be very easy to neglect the development of your employees. Everyone is busy. Everyone is doing an OK job. There are a million other things that take up a manager’s time. Employee development is a nice to have rather than a must have and you’ll get around to it at some point.
For many businesses the annual round of performance appraisals are now finished. December was spent writing and reviewing appraisal forms and carrying out appraisal meetings. January has been spent chasing individuals for finished forms and chasing those managers and employees who didn’t stick to the December deadlines. But how has this benefitted your business?
From the moment you hire your first employee, you know it’s just a matter of time before you are going to find yourself dealing with a difficult situation, be it dealing with poor performance, frequent short-term absence or a grievance with another employee or the company. Wouldn’t it be better to deal with the situation before it gets to the point where you need to reach for the policies?