It’s Quarter 1 and the time of year to set your commercial objectives but what about your employee’s objectives?

Key the success of any performance and objective setting process is that all employees – irrespective of their role or level within the organisation – can not only see but understand how their valuable and individual contributions link to the overall business objectives and how they can make a personal difference by influencing the company’s performance and profitability.

Organisational and employee growth can be encouraged in the work environment through effective appraisals systems that praise ‘effort’ not just ‘performance and results’.

Another key factor for any performance and appraisal process is not only to clearly define the end goal – but to break down tasks and objectives into smaller bite-sized steps, which:

  • Makes them easier for the employee to plan and manage;
  • Enhances motivation by being able to celebrate frequent successes and victories;
  • Incentivises performance as the goal remains within reach – not something that is so far away it starts to act as a de-motivator…. I’ll never get there….so why even bother to try?

Remember the saying ‘you can’t eat a whole elephant in one sitting’

What is a PDR (Performance & Development Review) or Appraisal?

 

Often referred to as a PDR it’s a two-way discussion or conversation between Line Managers and their teams.  Effective PDR processes focus on 4 key areas:-

 

    1. Role Accountabilities: agreement of expectations and performance against the job role;

    1. Personal Objectives: agreement of the employee’s performance against set and agreed objectives;

    1. Behaviours: agreement or expectations of the employee’s performance against agreed behaviours;

  1. Training & Development: reviewing activities undertaken during the year and the identification of training and development needs for the future. 

How could an appraisal process negatively impact your business?

Well…targets that are not reviewed regularly and/or are set in stone at the beginning of the year, determine the journey that your employees will take (especially if linked to some form of reward).

The dilemma begins when the commercial goal changes but the employee’s goal remains static – not only a dilemma for employees (due to a fear of losing valuable rewards) but it means that your employees may not be prepared or willing to change direction, thereby affecting your Company’s ability to flex to these changing needs…. Therefore the recommendation is to constantly REVIEW YOUR ELEPHANTS!

If you would like support to implement a performance and appraisal process in your Company, or help maximising the effectiveness of your current practices, call us today.  We have many years of experience aligning HR processes in support of strategic business needs to ensure the right performance and behaviours are rewarded, driving and making a real difference to organisational success and growth.

CALL 07919 552769