Category

Performance Management

Two employees happy after their performance management meeting

How to get started with Performance Management

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In the era of instant feedback – where reviews and ratings govern many of our daily decisions – the annual employee appraisal can be considered antiquated at best. Twelve months is a long time in business, yet many organisations operating a traditional appraisal model will happily leave it this long to provide any genuine feedback to their staff – often stunting an employee’s potential, to the detriment of both the individual and the business. Realising the limitations of the traditional review process, progressive organisations are now implementing a more continuous approach to managing, motivating and rewarding good performance. An approach…

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What are appraisals and are they important for my business?

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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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