Providing constructive and objective feedback on a regular basis
What is Performance Management?
Performance management is the process of reviewing and providing constructive feedback to people at all levels of an organisation. This should be carried out on a periodic basis appropriate for the people and organisation. The process is quite often referred to as a performance appraisal or performance development review. Whilst a formal review is important it not should replace regular and informal feedback. A good performance review is so much more than the system, template or process used - it's about the quality of the discussion and the actions resulting from this process.
Before implementing a performance appraisal process within your organisation, it is important to establish the purpose of doing so. For example, what goals/outcomes will your organisation benefit from by doing this? Quite often the answer to this question fails to materialise or is inconsistent. The sad truth is that it's often a function of compliance (a box-ticking exercise), and undertaken because everyone else does.
Think Eleven will make your performance appraisals valued and impactful by using best-practice plus our extensive experience.
Performance appraisals should typically take place either annually or bi-annually. They should be supplemented with regular and informal feedback throughout the year. There's no point waiting 6 or 12-months to tell somebody that they've not been performing to the desired standard.
Performance Appraisal Interviewing is a Critical Skill
It's important to emphasise that a good performance appraisal document is only a small part of the solution to an effective outcome.
Do't underestimate the importance of ensuring that your line-managers (appraisers) are trained and competent in the practice of performance appraisals. There needs to be a shared and commonly-understood purpose and objectives as to why you are undertaking performance reviews, including how to effectively conduct a performance appraisal interview.
Why is Performance Management essential?
People need feedback. It seems obvious, but the reality is that we typically don't provide enough feedback.
Employees each need to know how they are performing, and organisations need to understand who their top performers are. Salary tends to be one of the biggest costs for most organisations. It is therefore essential that organisations leverage value from their payroll whilst recognising and rewarding good performance. Performance management is a key part of your overall talent management process, and needs to be done well.
What are the benefits of Performance Management?
An effective performance management (appraisal or PDR) process can deliver transformational results and value. Examples of benefits include:
- Increased job satisfaction
- Increased staff retention
- Higher business outputs and therefore increased profits
- Reviewing and aligning organisation goals/objectives with those at a departmental and individual level
- Formalising the frequency of formal feedback
- Standardising the scope and structure of the feedback and process
- Reviewing skills and development needs in order to improve performance and capability
- Acknowledging and recognising good performance
- Identify and tackling poor performance
- Establishing employee career ambitions and personal development needs
- Ability to identify potential successors (succession planning)
- Produce valuable training needs analysis
Why is SkillStation the perfect tool to assist with Performance Management?
SkillStation allows you to deliver an engaging and transformational Performance Appraisal process.
- Design a range of Performance Appraisal templates for specific roles or functions as one-size often doesn't fit all
- Ensure your Performance Review is evidence based and utilises the competencies defined and captured within the employee's Skills and Competency Record
- Consider the wider Competency Framework for each role e.g. technical skills, behavioural and attitudinal, values and cultural alignment
- Engage employees in an initial self-assessment of their performance
- Include an assessment of performance over the previous period (six months or one year) and can include competency, training, objectives or actions assigned during the previous Performance Review
- Set new objectives, training requirements or actions to address the gaps within the employee's competency framework, or aligned to their career plan
- Link training, objectives and actions to the organisational strategy and objectives
- Discuss and consider an employee's long-term development plans and career goals
- Provide an accurate and considered outcome from the performance appraisal process that is standardised and consistent across the organisation
- Moderate the outcome of the Performance Management process across the organisation to ensure fairness and consistency
- Report on the outcomes of the Performance Reviews at an individual, function, department, site or organisational level
- Collate and report on the training, objectives and actions that have resulted from the Performance Appraisal process
- Provide an opportunity for talent identification, management and succession planning
- Plan and budget to deliver against the activity agreed during the Performance Review meetings
Why are Think Eleven the perfect organisation to help with Performance Management?
We have reviewed the Performance Appraisal process and developed a simple and user-friendly approach to help:
- Optimise this important activity
- Streamline the process to save time
- Allow the appraisee and appraiser to appreciate the value from their time invested
If you want a better outcome - you need a better approach.