Latest research and data suggest they’re still common, despite the fact they’re still perceived as not working. Academic and professional observers see employee engagement and productivity inextricably linked and a vital way of improving and strengthening every part of the business, the people and the HR lifecycle and experience.
There are many advantages to the appraisal system: they’re a great opportunity to give and receive formal feedback, set goals, document performance, look at training needs and recognise performance. They should be a motivational event in a safe space where both the employer and employee leave with a greater understanding of their performance and expectations for the future.
Nonetheless the drawbacks are also many. Formal discussions held just once a year offer employees little opportunity for continuous improvement and negative feedback can be very demotivating, given the lack of an ongoing conversation about performance. Appraisals can also rely on subjective evaluations which introduce biases and inaccuracies, often leading to a combative arena resulting in confusing messaging. Organisational goals and priorities often change through the year leaving employees playing catch-up about the aims of the company they work for. And, depending on staff numbers, appraisals can be time-consuming – and therefore expensive - for everyone involved.
The dilemma is further complicated as more staff opt for hybrid working and it is less easy for managers to observe their trusty charges daily. To combat this, increasingly monthly, bi-monthly, or quarterly ‘discussions’ are being arranged, to keep the conversation consistent and more effective than a once a year toe-curling sweaty-palmed interrogative sit downs with the boss, so that employer and employee can tackle any issues arising currently, rather than relying on memory of events that could be months in the past.
For so many reasons, not least the reputation of HR, 2024 must be the year we make the change by encouraging businesses and their people to have frequent, regular, paper-lite, and future focussed performance review models as the norm. Only then will we reach the goal – a more dynamic and feedback-rich environment that promotes employee growth, engagement, and alignment with the business objectives.
Five top tips for productive employee review meetings:
- Performance Evaluation: Assess the employee's performance against set goals and objectives, highlighting areas of strength and areas needing improvement.
- Feedback and Recognition: Provide constructive feedback on the employee's work, acknowledging achievements and contributions to the team or organisation.
- Goal Setting: Collaboratively set new goals and objectives for the upcoming appraisal period, aligning them with the employee's career aspirations and organisational priorities.
- Development Planning: Identify opportunities for the employee's professional growth and development, outlining actionable steps and resources to support their career advancement.
- Alignment with Organisational Values: Ensure that the employee's actions and behaviours align with the organisation's values, culture, and strategic objectives, fostering a sense of purpose and commitment to shared goals.
If you need help managing your appraisal processes get in touch with us today: Email us: hello@hrnow.je or call: 01534 747559 or read our really informative article on the Breathe HR system that we can introduce you to.