Performance Reviews, Appraisals & Quality Conversations
The tech behind the talent management process is something that is often overlooked as recruitment and retention become a bigger challenge for businesses. In some job roles, particularly technology and marketing related roles, many employees choose to move on after 18 months. Once staff master their role and become experts at using new and complex technologies they can become more attractive to employers and their exit can be expensive in terms of the time and training investments made and the obvious recruitment costs to find a replacement.
Retaining the ‘itchy’ staff by helping them to grow
Appraisals and performance management can be a great way to nurture talent and keep staff engaged in your business. The traditional approach of conducting quarterly appraisals facilitated and managed via a Word document presents many challenges and often falls short of delivering a mutually beneficial outcome. The first is that the agreed objectives generally become a focus the week or even day before the next appraisal is due. By systemising the process and linking agreed objectives to individual and team performance dashboards, line managers and HR professionals can ensure that they are not only having quality conversations with employees, but that employees are focused on their own improvements. In this example appraisal objectives can be linked to job role, department, project or even company-wide. There is also scope to segment objectives down to country, or region specifics if required.
In this example appraisal objectives can be linked to job role, department, project or even company-wide. There is also scope to segment objectives down to country, or region specifics if required.
The two-way conversation then starts between the employee and the appraiser, providing options for quarterly, year end, one-to-one and three sixty reviews where employees can request feedback from colleagues outside of the formal appraisal process.
Mid year and year end reviews provide the ability to score values against company-wide ‘soft’ objectives and allow businesses to measure company KPIs.