The support mechanism to celebrate great work and align goals
Do your employees approach their annual appraisal with excitement or dread?
When you think of performance appraisals, what comes to mind?
- Is it the dreaded meeting where you tell your staff what you think of them?
- Is it another compliance tick for the HR department?
- A motivational meeting between you and your staff member that allows you both to discuss their work performance, establish if targets have been met, and make decisions about future work and career development?
How our staff achieve is critical to our success. They are our most important assets!
No-one should be surprised by something they learn at an appraisal meeting. Feedback on positive and negative behaviour should be real-time, not just in an appraisal interview. If performance is poor don’t let it be negative. Use it to start important, meaningful, on-going conversations.
Here are some scary statistics:
- Managers who received feedback on their strengths showed 9% greater profitability. (Source*)
- Teams led by managers who focus on their weaknesses are 26% less likely to be engaged. (Source*)
- 69% of employees say they would work harder if they felt their efforts were better recognized. (Source*)
- But the number one take-out was: Recognition is the number one thing employees say their manager could give them to inspire them to produce great work. (Source*)
- Align both personal and organisational goals
- Improves trust and understanding
- Encourages communication and feedback
- Assists career planning and development
- Ensures that what you agree upon is relevant and achievable
- Provides an objective and fair way to evaluate performance
- Holds staff members accountable for their performance
- Makes performance a shared responsibility between you and your staff
- Establishes a process to follow up on performance and development plans
Discussing performance works effectively when:
The leader is able to:
- Discuss effective ways to improve performance
- Explore the staff members feelings, concerns, and ambitions for their role
- Spot and eradicate barriers to success
The staff member has:
- A clear overview of how they are performing
- Specific indications on how to improve
- An opportunity to share feelings, concerns, and ambitions
The company will have:
- More effective and committed staff
- Lower staff turnover and sickness
- More knowledge of career paths and development needs
What REALLY matters to your staff?
Job security? Recognition?
Good working conditions? Promotion?
Growth & self-development? Impact on personal life?
Title and/or great salary? Fulfilling work?
Let’s look after them! Get the best from your staff. Recognise their success, eliminate difficulties that are holding them back, and support them to realise their own career goals.
Speak to us about how we can help you
*People need skills Ltd are not responsible for any 3rd party content.