Category

Performance Management

What are appraisals and are they important for my business?

By | Employee Management, Performance Management | No Comments

Appraisals and the need for them are currently a hot topic in and around the business world.  Business leaders are questioning the importance of them. HR Managers are validating the need for them. But are appraisals a thing of the past or a necessary business process? Whether you are of the thinking appraisals are a process driven, a form-filling activity that takes away creativity and adds more administrative pressure to managers and HR managers, or you think a standardised appraisal system is key to company performance – the importance to get it right, whatever approach you take is fundamental to success. Even…

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Employee Feedback – How to give employee feedback in four simple, yet effective ways

By | Employee Management, Human Resources, Performance Management | No Comments

Outside of yearly appraisals, and bi-annual reviews, giving employee feedback is always tricky. Do you wait for a formal one to one to come up, or do something different? Employee engagement sometimes falls outside of company performance management policies and can be difficult to deliver in a practical, yet fair way – especially if there is no script or policy in place. Even if managers have monthly or fortnightly one to ones in place, delivering employee feedback above and beyond work in progress checks needs to be to the point, fair and purposeful. Here is our quick, four-step approach to delivering…

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10 mistakes you’re making when giving poor employee feedback

By | Performance Management, Personal Development | No Comments

Think back to when you were given a brilliant piece of feedback by your manager. It felt great, didn’t it? Those pats on the back – no matter how big or seemingly insignificant – will always put a smile on the face of employees. Knowing that you’ve done a great job, impressed your manager and in some way contributed to the continued success of the business is a very nice thing indeed. Now, think about the times you’ve received poor feedback. You’ll probably have reacted in one of two ways: 1. Angrily. The unfairness with which you’ve been ticked off…

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3 tips you need for managing poor employee performance

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Managing poor employee performance has always been challenging, but it’s particularly worrisome for small businesses that may be unsure of the many rules and legal sanctions surrounding HR. Thankfully, we’re now far from a working culture that enables bosses to simply throw people out the backdoor if they’re performing below par, but that puts an even greater emphasis on the ability for businesses to manage instances of poor performance correctly. Beyond the legal requirements, there are one or two moral concerns most people will have when dealing with members of staff who are either struggling to stay afloat or seemingly…

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What do you need when making your own 360 feedback review?

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Before you start creating the 360 feedback form, you need to ask yourself – ‘what is the purpose of the data I’m trying to collect’? If you don’t know why you’re creating a 360 feedback form, then there’s not really much point of one being created. Some reasons you may create one are; To gauge what an employee’s strengths are and where they feel confident. Work out where an employee needs to improve. Assessing progress on their skills and confidence over time. Detecting critiques from colleagues which they perhaps can’t see themselves. Finding out what the working relationships in the…

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