With 80% of management time spent on poor performers, having an effective performance management strategy should be high on the agenda for any business in order to maximise organisational success. Every manager is responsible for maximising their reports’ potential and boosting their engagement, and must work with them to assess, plan, monitor, maintain and review the employees’ performance, with a focus on delivering their objectives and KPIs.
A company is only as good as its employees, so ensuring that your people are consistently performing to the best of their ability is paramount if you want to stay ahead of the competition.
A robust performance appraisal structure is key in making sure you don't get any nasty surprises when it comes to the performance of your employees.
What is performance appraisal and why does it matter?
Engaged and motivated employees understand their contribution to the overall objectives of the business, no matter what their remit or level of seniority is. Conducting regular performance appraisals which outline the individual's objectives in line with the overall company goals ensures that each and every employee understands the role they play in organisational success.
Ensuring that every individual across your business is partaking in regular appraisals with their line manager to discuss and review their performance against agreed objectives, also allows senior leadership to track and monitor the overall performance of their workforce. There should be no surprises come end of year review time!
Maximising the value of performance appraisals
As a manager, you'll likely have a clear picture of the quality of your employee's work output, but do you really understand what makes them tick and how to get the best out of them? Identifying the behavioural and emotional preferences of an employee provides an objective baseline to help a manager understand them, as well as assisting the employee in understanding themselves.
We give you and your team members the tools to gain a deeper understanding of how they behave, how they like to communicate, their strengths and limitations, and their motivators. This information opens up lines of communication during performance appraisals around what's going well, what could be improved on, any training needs, and much more.
By understanding the origin of their challenges and how the way they tend to behave may be a contributing factor, the employee will be in a better position to overcome them.
Boosting self-awareness often equips an individual with the tools to make immediate changes to their behaviour, and coping strategies and action plans can be put in place to ease the pressure around more difficult areas for development.
The bigger picture with 360 degree feedback
Performance appraisals and reviews need to be based on more than a relationship and what the manager sees of the employee's performance. 360 feedback can help a manager and employee to identify their strengths and areas of development as seen by their colleagues and customers. This opens up new conversations and gives the employee an insight into how their performance and behaviour is perceived by others. The feedback can be used as a starting point for setting development objectives that can be reviewed in 6 to 12 months against another 360. Our 360 tool provides an objective framework for identifying performance gaps, developing self-awareness and understanding how to improve personal effectiveness.
Playing the long game
Appraisals are an important part of performance management, but must be used as part of a wider programme of people development. Performance appraisals are just the beginning – once areas for development have been identified, it is crucial that appropriate training and follow-up is offered. Ensuring that you are maximising the potential of your people and effectively creating a pipeline of strong performance will future-proof your business.