Part 2 - Performance Appraisals Are Not Popular or Effective unless…
- Part two of two - One on one feedback as an effective alternative to the traditional annual performance review
In Part 1 of our article, we’ve shown that even though Annual Performance Appraisals are commonly used, they are far from the most effective way to give feedback to your employees.
In fact, even though the annual appraisal may seem to be the least time-consuming feedback method, it can contribute to low organisational commitment, less job satisfaction and higher rates of quitting.
How to provide and receive effective one on one feedback – Start with communication.
In Part 1 we outlined the research around poor annual appraisals and the essential criteria for fair performance appraisals. In Part 2, we present a straightforward methodology for providing and receiving effective feedback.
One on one feedback meetings are about committing to meet monthly (at least 9 times in a year) to set and review objectives. The 30 to 40 minute meetings provide an opportunity to both manager and staff member to regularly discuss achievements, progress and any other issues which may be preventing progress. They can also be used to set and review development plans and to discuss any relationship issues which may arise.
These meetings provide a record of the years’ activity, which automatically delivers an accurate review of an employee’s performance at any point in the year. With regular one on one meetings no surprises can arise about the achievement of objectives for the employee or their manager.
The following steps outline the process
1. Review progress against objectives and document it along with any other issues that need to be discussed.
2. Note any positive aspects of the working relationship between the manager/staff member and any issues that need to be discussed.
3. Refer to the Company Values to guide the execution of work and the discussion.
4. Agree on priorities for the next month.
5. Agree on a “work in progress” rating for the staff member’s performance over the past month. This may be as simple as Green, Amber and Red.
Active participation by both the manager and staff member is key to the success of the one on one feedback methodology. Both should prepare a brief note in regard to progress made and issues that need resolving prior to meeting.
Ensure a one page summary is prepared at the end of the meeting to provide a record of achievement and commitments. Regular formal one on one communication about personal objectives and any other communication or resourcing issues will ensure interventions can be initiated in a timely manner and business objectives are met.
Design • Implement • Support
Through our blog, we wish to give you a comprehensive insight into the world of Intrepidus HR, where our overall goal is to inspire businesses to improve themselves and their people.
Do you wish to discuss a particular business improvement topic or even contribute a guest Blog article? If yes, please contact Simon Campbell at Intrepidus Human Resource Consulting.
If you or your organisation requires input or assistance in establishing or enhancing your positive organisational culture, please contact Intrepidus Human Resources Consulting for assistance. Intrepidus can assist with the design, implementation and support of employee surveys, analysis and action plans, employee briefings, and employee communication and engagement initiatives.
Furthermore, contact Intrepidus for assistance with one on one performance feedback for teams and individuals and all your complex human work issues.
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Intrepidus Human Resource Consulting
Intrepidus is a human resources and industrial relations consultancy based out of Melbourne. We help clients with difficult people issues, HR & IR strategy, and more. If you want to find out how we assist with workplace issues, you can contact us at info@intrepidus.com.au or give us a ring on +61 401 716 818.