S7 E17-20 Reinvent your Performance Appraisals- 'Engaging Your People for Success'- Lisa Askwith

S7 E17-20. (Engaging Your People for Success) Reinvent your Performance Appraisals


Lisa Askwith- Engaging Your People for Success

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Reinvent your Performance Appraisals- 4 Part series
INTRODUCTION
By the end of this series you will have a list of key ways in which you can turn your performance Appraisals around into positive and rewarding parts of your business. They will give you back so much more than numbers, they will then improve your culture, develop your people and help build your business for the future. Let me show you how.


Part 1- The problem with most performance appraisals- Key things to stop doing now!
Part 2- Positive Performance APpraisals- 8 key tips for success
Part 3- Positive Performance Appraisals to help Develop your People- 4 key steps
Part 4- Performance Appraisals that help your increase revenue and culture

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Reinvent your Performacne Appraisals
Part 1 (EP 17)-  The problem with most Performance Appraisal- key things to stop doing now!

Have you reviewed your business in the context of what you people actually want?

The new generations of workers are value focussed. Do your current performance appraisals satisfy this need or do they just tick a box and create a metric? This is where performance appraisals have derailed over the last 10 years. They have forgotten the people and the impact on them and only focused on the bottom line. Removing humanity and often instilling fear- this is never a good outcome for a business.

Key things to Stop now!;

1. Unmatched Job Description and quantitative measures
2. No behaviors in the metric
3. Unachievable
4. Irregular with no communication
5. One way
6. No Development options or plan
7. Not linked to a career path
8. Not transparent
9. No consistency across different areas of the business
10. Run by leaders who do not prioritise regular reviews and catch ups.

Often business owners forget that a good Performance Appraisal is not just about seeing if the staff member can do the job, but also about identifying business shifts, training needs, staff development needs, and future innovation. All of these things together make a real formal performance appraisal system that is not only painless, but gives the business owner and leadership team much more insight than just a few rating scales can.



Most businesses and leaders need help to really see this key area with ‘fresh eyes’. If you have reached this point do contact me directly at lisa@apexbrs.com for a free no obligation discussion of just where you are and how we may be able to help.


Part 2 (EP 18)- Positive Performance Appraisals- 8 key structure tips

To develop a formal PA that works for you, your people and your business, you need to start with the end goal in mind! You really need to know what you are hoping to achieve, and this might sound super obvious, but so many companies get this wrong! They miss the value of a good solid Job Description, particularly in relation to career development and training needs. You need to check that your Job Descriptions actually cover what you are expecting your staff to do, and that they are clear, measurable and actionable………without this you are setting yourself up for failure.

8 Key Tips

1- Clear Job Descriptions that are relevant
2- Clear metrics- no surprises
3- All actionables have to be under control of the person being appraised
4- Transparent rating system that is the same across the company
5- Quarterly reviews
6- The control is given to the employee to drive the conversation
7- Manager and Leaders need to be trained in coaching to run a rewarding performance appraisal that is meaningful full and will benefit the business and the employee
8- Must include career development and progression that is accessible

 
This is the piece of the puzzle that most businesses and leaders need help with. If you have reached this point do contact me directly at lisa@apexbrs.com for a free no obligation discussion of just where you are and how we may be able to help.


Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people


Part 3 (EP19) 4 Steps to Positive Performance Appraisal for Development.

4 of the key items that will create the base for your performance appraisals bing positive and supporting Development in your company;

1. Clear and transparent rating system that is consistent across the business, 
2. 2 way system, 
3. Good leadership, 
4. Appraisals embedded with career/personal  development.

 This is a key people topic that builds your culture through trust, respect, honesty and engagement, so we need to not only get it right,  we need to ensure it is something that actually helps improve your business success. 


Example of developing your own transparent rating scale that can be used across the entire business

I recommend a 5 point scale, due to it being easier to manage and administer, but remember you can alter it as needed to suit your particular business.

This should be against key criteria to make their roles successful.
 
For instance, if you have a sales professional you would have grading’s for things like
 
Salves vs target, then you would have a scale within that grading, such as; a 1-5 scale
 
1-     Not achieving- 80% or new tarter
2-     Competent but underachieving- 90%
3-     Satisfactory- 100%
4-     Highly Competent- 105% of target
5-     Excelling- 110% of target

Key thoughts;

• Progressive companies are redesigning their performance management to evaluating accomplishments, and how these are achieved (behavioural)
• A good appraisal systems takes the ‘pain’ out of its use and actually encourages and raises employee satisfaction and engagement
• TIP- Effective PM is a process not a one off event

Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people


If you would like more information on any of these key topics I can be reached at lisa@apexbrs.com, where you can book a free discovery call



Part 4 (EP20) Performance Appraisals for Culture and Revenue


A well built and supported Performance appraisal system not only helps your leaders keep on track with their employee goals. It can also greatly engage your people if you have done it properly and made it 2 way, employee run, and driven not just by metrics, but development plans and career goals as well. This leads to a greatly improved culture, one in which your people are engaged and willing to add back extra such as continuous improvement and innovation, this leads to even further revenue gains, and a more sustainable business.

Key tips for a positive Performance review that improves Culture and Revenue
 

• Trust in leadership, and procedural fairness and feedback- You need well trained leaders! Your leaders must be coaches in order for the 2 way part to work
• Regular not one off events, quarterly
• Formal and Informal
• Clear agenda
• Regular communication about performance needs and expectations
• The ability to really take part in one’s own appraisal- needs true discussion and agreement
• Agreed outcomes and review points, improvement plans if needed are clearly documented and supported
• Clearly linked to career ladder and development steps
• Documented and signed- then returned to staff member for actions
• Clear review of success and any expectations or time frame requirements that are then followed up.
• The leader running the review should be fully prepared and engaged
• An advance clear time should always be made.
• The core of the conversation is their actual contribution to achieving business objectives vs what was planned for the period.
• Use praise
• Leave ego at the door, and be a leader who recognises contributions not steals them

Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people

Tip- Exceptional leadership is the glue that will hold all of this together- without it you will not achieve the levels you desire.

This is the piece of the puzzle that most businesses and leaders need help with. If you have reached this point do contact me directly at lisa@apexbrs.com for a free no obligation discussion of just where you are and how we may be able to help.
 
Shows
●      Previous: Episodes 13-16 Season 7 - Retain Your People- Engaging your People for Success
●      Next: Episodes 21- 24  Season 7- Strategies to Avoid Employee Burnout People- Engaging your People for Success
 
Written by Lisa Askwith

Director of ApexBRS | ApexBRS, Regional Director of See Global Media, Chair of  EGN Singapore, and Associate Professor Cambridge Corporate University | At the Age of Change, providing the HR component of the Global Executive MBA and BBA. Lisa has worked for some of the largest companies in the world and successfully led restructures and change management programs in order to improve the bottom line through engaging the people for success, while developing exceptional leaders who can make a positive impact on Culture and long term business sustainability.

You can connect with Lisa on any of her platforms

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