The key to any successful Performance Management framework is centred around helping your employees perform consistently against your organisation’s goals and values. It is a continuous cycle that needs regular review points.
With a fully functional and intuitive system, this can become an intrinsic part of any management culture and the results will be consistent and measured.
In this blog, Every’s talent partner, Sarah Wood, explores the three key areas you should be thinking about when conducting your performance appraisals.
So what are the Three P’s?
1. Plan
Set objectives. The first and most important part of this stage is to agree a personal development plan and the easiest starting point is to review and update your employee’s job description. How many job descriptions haven’t been reviewed for over a year? These are imperative and should be a true reflection of the role profile and how it integrates into the success of the business.
Things to consider – What needs to be achieved? To what standard? What competencies are needed? Are they measurable? Do they link into a succession plan?
2. Participate
Seems an easy concept? LOTS of reviews are forgotten or happen retrospectively. Again, having an intuitive system really helps to ensure that regular review meetings are diarised and actually happen, with no surprises for the employee.
Effective 1-2-1’s help employees and managers regularly review achievements, identify learnings and agree actions.
Things to consider – Performance reviews are two way communications. Using a performance management tool will give your employee the opportunity to rate themselves too so that you can evaluate together. The more frequent and precise the feedback, the better. Employees thrive with regular insights into their work, which in turn will help them take any corrective improvements and excel.
3. Progression
Continually tracks progress means that you can identify top performers and mitigate obstacles fairly with under-performers. Ambitious employees are far more likely to remain in an organisation long-term when they have the opportunity to hone and develop their skills and see advancement opportunities. Making the performance management system streamlined and accessible is a huge plus for businesses, as paper-based forms are becoming redundant.
Things to consider – An online based lighter-touch framework that supports ongoing developmental discussions and offers real-time, visible feedback will ultimately help your business achieve its goals and keep employees engaged and motivated.
See how Every can help you:
Sarah Wood
Sarah manages Every’s recruitment activities and provides internal HR & Talent Development support. Her passion is matching people to their perfect job and supporting them with their career aspirations. In her spare time, Sarah loves to travel in her campervan. When shes not finding amazing places with her husband and dog, you’ll find her in the kitchen cooking for friends and family, with a nice G&T, or sat watching Married At First Sight Australia… All 150+ episodes!
