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Performance Appraisal

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managing performance difficult conversations - Lighter HR

Managing Performance
Are Difficult Conversations Really That Difficult?

When I ask people managers what part of their role they enjoy the least, it is really common to hear them refer to performance management and more specifically dealing with any under-performance that needs to be addressed.
There is just something about needing to ‘point something out’ or ‘tell someone that they are not doing great’ that makes us uncomfortable. We all naturally want to be liked and have a well-functioning team where everyone is happy and so just the prospect of something getting in the way of this makes us want to avoid it at all cost.

Hours or Output
What’s More Important?

How do you get the best results from your staff? What is the key to improved performance and productivity? These are the constant questions that business owners ask themselves and whilst it might seem surprising, numerous studies have shown that there are a few key strategies that help businesses achieve improved performance. One of these strategies is to focus on employee outputs – the actual results of the work that the employees do.

Performance Appraisals
Preparation is Key

Once you’re happy that you know why you’re doing the appraisal, it’s time to think about how you’re going to do it. 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
How to Maximise their Value

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.

Performance Appraisal
What’s in it for Your Business?

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. Why did you do performance appraisals? What did your business get from them?

Increase the Return on Your Employee Investment
HR Framework to Help You Get More Value From Your Employees

If you invest your money in buying a house you expect to need to undertake some degree of maintenance in order to protect that investment. For many businesses, the biggest cost to the company is that of employee salaries but this isn’t viewed as an investment. In many cases it’s viewed as a necessary evil but given how much you spend on staff costs, doesn’t it make sense to make sure you get the most out of your employees? In this post we look at three simple activities which all businesses should consider doing

When You Sense There’s a Difficult Situation Developing…
What Can You Do Before and After?

As a business owner, you make sure that your business is managed well and legally compliant by putting all of the necessary employee policies in place. However, 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?

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