This Episode: How To Rethink Performance Reviews
Lucinda talks about the ways in which we can rethink our appraisal and performance review process, and the methods we should all be adopting in order to make sure that our people are feeling nurtured and encouraged, while also feeling a sense of ongoing development.
Key Takeaways
- Evidence has shown that setting regular goals, talking continuously (instead of once per year), and providing valuable feedback constantly, are far more effective ways to help people’s performance levels.
- Criticising a process is easy, but we don’t necessarily always get effective answers when we look for replacements for these processes.
- People don’t like appraisal processes because they’re typically backward-looking and feel like a box-ticking exercise . It’s difficult to explain the benefits of tasks performed up to a year ago, when trying to focus upon the roles and responsibilities of today.
- Whatever your process is, you need to have an element of goal-setting. An ongoing goal-setting and feedback process works well, but there needs to be a way to assimilate the information gained. Lip service is to be avoided.
Best Moments from ‘How To Rethink Performance Reviews ‘
‘It’s something that should be going on on a regular basis’
‘It becomes very stressful and emotional. Depending on how your manager is, it can feel critical and non-specific’
‘These things aren’t the fault of appraisals. They’re the fault of the way they’ve been designed’
‘It’s interesting to take a step back and look at what it is we need to do’
Valuable Resources
- New Resource: Actus Survey Directory
- New Resource: The Actus 360 Question Directory
- Whitepaper: How do you design an Appraisal process?
- Blog: How to design an appraisal process
- Blog: Empowering employees in 2023 with a performance appraisal
- Form: 5 Principles when Designing an Appraisal Form
- Free Appraisal Template
- Additional free HR Resources
- Virtual Training Programmes
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About The Host
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles. Lucinda also has a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. Certainly, it was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.
“If you look up, you rise up”
How To Be A Change Superhero – by Lucinda Carney
Contact Method
- Join the HR Uprising LinkedIn community: https://www.linkedin.com/groups/13714397/
- Email: Lucinda@advancechange.co.uk
- LinkedIn: https://www.linkedin.com/in/lucindacarney/
- Twitter: @lucindacarney
- Instagram: @hruprising
- Facebook: @hruprising
- YouTube: Channel
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