November 23, 2021
It's that time of year when many businesses begin their annual appraisal rounds. Seen as an opportunity to review the year and provide (allegedly) 'constructive feedback' it is common for employers to dedicate a lot of time to annual appraisals.
Taking a step back for a moment, have you asked yourself the question "what is the purpose?" Typically the answer to this would be 'to improve employee performance and engagement'. Secondary to that might be 'to generate better customer service' or 'improve revenue generation'. So this might surprise you...
"58% [of executives surveyed] believe that their current performance management approach drives neither employee engagement nor high performance".
"According to a survey of 48,000 employees, managers and CEOs ... only 13% of employees and managers, and 6% of CEOs, think their organisation's performance appraisal system is useful."
*Following their overhaul, Adobe cut voluntary employee turnover by 30%, but also increased involuntary departures by 50% because managers where required to have 'tough discussions' with struggling employees instead of putting them off to the next appraisal.
If you've already got annual appraisals booked in, don't panic! Make sure they have purpose and focus on the future. Try to keep them informal if you can and ask your employees about how they are getting on and what the future looks like to them.
Whether you are still doing annual appraisals or not, it is always time to look at your current processes to see if they are fit for purpose.
"When organizations successfully engage their customers and their employees, they experience a 240% boost in performance-related business outcomes compared with an organization with neither engaged employees nor engaged customers." Valamis
Please get in touch with us now and we can help you re-visit your Performance Management for 2022.
We deal with employee issues so you can deal with what you do best