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Practice desciption
Almost all Leaders, Manager and HR Professionals know the struggles that come with traditional Performance Management. The goal-setting at the beginning of the year. Followed by a mid-year progress review and a performance rating by the end of the year. It’s a one size fits all approach.
Is this effective? The answer is no. New ways are already adopted by companies like ING, ASR Nederland, T-mobile. A lot already has been written about how to increase employee engagement and stop the traditional performance management. Looking at the experiences with new methods so far, the next steps are universal.
What steps to take for the practice
- Start with one team and let the team help you redesign the process to be a continues feedback cycle.
- Discuss with your employees why this is important for them and for the company. What's in it for them?
- A continuous feedback cycle could be:
- Ask on a regular base how your employees are feeling and doing. For example a weekly pulse survey. There are some great tools like TinyPulse and Culture Amp. But don't hesitate to start with free survey software, polls or even with plain old Excel/Word.
- Use 360 feedback as a tool that employees can use to ask feedback from colleagues.
- Plan at least six conversations between leader/manager and employee per year. And discuss per conversation one subject and one subject only. For example:
- Twice a year a personal chat. Forbidden to talk about anything that is work-related.
- Talk twice a year about individual performance.
- Use the other 2 meetings to talk about the reward package and the employee his needs.
- To make sure you both had the same conversation: ask the employee to write an e-mail with the topics discussed. For example: achievements, failures, improvement points, action points, or other important discussed topics.
- Evaluate the process with the team and implement the feedback. There is no such thing as one size fits all. Reinvent your work and make employee-specific processes.
Expected results
Happy and engaged employees with tailor-made performance and engagement processes.
Positive employer branding, employee and customer experience.
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