Your appraisals probably aren’t fit for purpose. Here’s what to do about it:

Recent research from PwC revealed that two thirds of larger companies are thinking about revamping their appraisals processes. The Performance Management Research found that businesses are becoming increasingly eager to ditch the once-a-year approach and instead concentrate on developing practices that create a continuous feedback culture.

It’s often suggested that it’s time for appraisals to be scrapped in favor of more business-focused solutions, but it’s unlikely that savvy leaders will be taking them completely off the agenda anytime soon. After all, if you want your staff to achieve great things, you’re going to have to ensure that you’re giving them the right kind of support. Appraisals still have a very important role to play.

But it’s true that it may be time to update your approach, and consider how you can make your performance management systems really work for your business. Read on to find out more about the directions that you might want to take in the future.

How can you harness technology?

Technology is changing the way that we work and the way that we carry out our everyday tasks, so it makes sense to think about how it could be used to provide a better solution to facilitate effective performance management. Some leaders will see this as a headache, but once you get past the teething issues, it could prove to be one of the best things that you ever do.

A system that’s accessible on the go could be just what you need to make sure that assessing performance is something that happens on a regular basis, and not just at the end of the year as a last-minute activity. The beauty of turning to technology is that you can create a system that meets all of your needs. Want the ability to hold discussions remotely? Want staff to be able to quickly upload evidence of their achievements? Anything is possible. The prospect of having less paperwork will certainly appeal to many!

How can you provide value for your employees?

One of the main reasons appraisals are sometimes so passionately disliked by employees is because they fail to see the value that they can offer, not just to the business, but to themselves as individuals. Performance management mechanisms can be seen as a way of ‘checking up’ on them, and bringing to light the areas in which they aren’t hitting the mark. When you think about it like this, it’s no wonder that you’re struggling to get your staff on-board.

Consider what kind of changes you might be able to make to turn the tables. How can you ensure that the process helps employees to reach their own career goals and get to where they want to be in your business? And importantly, what happens after the discussions have taken place? Your workers are much more likely to feel that the process brings value if they can see that changes are being made and that they’re being enabled to sharpen their skills.

Keep your eye on the bigger picture, but also try delving deeper into the aspects where you can make a real change. Need a little help with getting off to a great start? Get in touch. We’d be happy to discuss how we might be able to assist when it comes to getting your appraisal processes up to speed.

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Are you really getting the most out of your HR practices? Find out here how to raise the bar:

As a small business owner, you probably started your own business because you’re passionate about bringing your product or service into the world, and providing a much-needed solution for your customers and clients.

This people management stuff – it’s not necessarily what you signed up for. Call it a necessary evil if you like, but the fact remains that if you want to grow a thriving business, you can’t get away from it. You need practices, procedures, and policies in place that ensure that you’re hitting the mark and developing the right kind of team to guarantee your future success.

If you take your finger off the pulse or let the grass grow under your feet, you could find yourself with problems that have been deeply embedded into your company’s culture, and these can be extremely difficult (not to mention expensive) to fix.

Wondering whether this might apply to you? Recognizing that you might not be firing on all cylinders is the first step towards fixing any issues and turning things round.

Here, we ask some questions about where you currently are, so you can start to establish where you might need to make changes.

Are you suffering from high turnover rates?

Recruiting good staff can be expensive. Giving them the skills and developmental support that they need to excel in their roles can prove to be costly, too. In an ideal world, this is an investment rather than a cost. But if your staff are deciding to move on to new pastures, this can be a huge problem.

You’re likely to notice the impact on the bottom line, and it may well be the case that you’re also damaging your employer brand. If too many people are leaving, the word will get around, and people will start to ask why. This could lead to you struggling to attract top talent in the future.

Are you unsure about whether you’re really meeting your legal obligations?

All business owners know that they need to be compliant with relevant employment legislation. When push comes to shove though, are you confident that you’re meeting your obligations? If you’re not, the nagging concern that something could go wrong is likely to constantly be at the back of your mind.

If you found yourself in a situation in which you weren’t fulfilling your requirements, it could prove to be devastating. Often, all it takes to ensure that you’re where you need to be is some advice from a professional. The peace of mind that this can bring can be worth its weight in gold.

Are you struggling to meet your overarching business goals?

HR is no longer about handing out cups of tea and sympathy. Robust HR practices will always be in line with wider company objectives, and they’ll actively help your business to get to where you want it to be. Take a second to think about what HR looks like in your business, and whether it’s really fulfilling its potential.

Do your practices improve productivity? Do they encourage your staff to be the best that they can be, and reward them accordingly? Do they play a significant role in facilitating business growth? If not, you’re missing out.

Though the points we’ve discussed here are really just the tip of the iceberg, they’ll hopefully give you plenty to think about. If you’re falling behind, the main thing to remember is that action is the only thing that will help you to remedy the problems. The sooner you decide that enough is enough, the better.

Give us a call today!

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Mental health in your workforce needs to be at the top of your agenda. Find out why:

Recent news has highlighted the issue of mental health in the workplace, and the need for employers to ensure that such matters are right at the top of their agenda.

If one thing is for certain in light of tragic circumstances that are highlighted in the news, it’s that we can no longer view mental health problems as a taboo subject that can be pushed to one side. Owners and managers in businesses of all sizes need to ensure that they fully understand the impact that illnesses like depression can have on their workforce, and take a proactive approach to fulfilling their responsibilities.

Mental health problems cost employers a huge amount of cash every year. Promoting good mental health can have a multitude of benefits. So isn’t it time that you started giving it the careful thought that it deserves? Let’s take a look at some key areas where you can start making improvements and fulfilling your obligations.

Create policies and processes that are supportive, not restrictive

There are always going to be events that take place in an employee’s private life that a business has no control over. From relationship breakdowns to financial worries, there’s a broad spectrum of issues that can impact a person’s mental health and cause them difficulties.

Just because it’s not related to work though, doesn’t mean that managers can’t play a positive role in ensuring that individuals are suitably supported. Think about responsibly managing workloads, creating a positive working environment, and facilitating happy workplace relationships. The benefits of this can be far-reaching, and include increased productivity and morale, boosted staff engagement, and higher staff retention.

Handle personal data sensitively

There may be times when you gather information from your employees about any mental health issues that they may be facing. It may come to light in the recruitment process, for example, if they require any reasonable adjustments to be made so they can attend interviews, or further down the line if the employee needs to take time off work due to their illness.

It’s really important here that you handle the date sensitively, keep it confidential, and inform the individual how the information will be used. Never assume that you have their consent to discuss their problems with third parties, and keep them involved at every stage of the process. This is not only a right of your employee, but a legal obligation that you need to adhere to.

Encourage communication

It’s important to promote awareness of mental health problems at work, and of course, communication is essential here. Be prepared to talk about the big issues, and encourage employees to sit down and talk with their managers if they feel like they’re struggling. This is sometimes easier said than done, and can involve a culture shift, but ultimately will help you to reap the best rewards.

Be sure that your line managers have the skills to handle these conversations. It’s likely that they may need some extra training, and regular refresher sessions are a wise choice when you’re dealing with such a sensitive subject.

Of course, it isn’t possible to discuss all the complexities of mental health in the workplace in just one post. A cookie-cutter approach isn’t necessarily going to give you the results that you need, especially if there are problems already deeply engrained in your business’s culture.

Want to speak with a professional about how you can make real progress in terms of promoting employee well-being and effectively handling mental health problems? We’d be happy to discuss strategies with you, and the practicalities of implementing them.

Give us a call today!

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