HR leaders who are less open in their approach might be in for a rough ride
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How do you manage your employees’ feedback? Are you receptive to their insights? Do you welcome continuous conversations?
Well – for HR leaders who are less open in their approach, you might be in for a rough ride in regards to employee appraisals.
“Motivated employees are the key for ambitious companies to grow their business,” he told HRD Canada. “The appraisal process isn’t just a way to measure performance, it’s also a vital part of the employee experience as it’s an opportunity for dialogue, engagement and ensuring fit within the position and the company.”
So, how can you as a HR leader go about renovating your appraisal process? In today’s hyper-connected world, employees won’t stand for a stand-alone annual appraisal – instead they want continuous 360° conversations with regular updates and insights.
In fact, a study from Southwestern Illinois College found that 45% of HR leaders don’t think annual performance reviews are an accurate appraisal for employee’s work whilst manager who receive regular feedback showed 8.9% greater profitability.
“There’s no such thing as too much feedback,” added Papin. “HR must provide a framework that encourages regular feedback, both on a technical level as well as a company culture level.
“Employees should feel free to express themselves both the positive and the negative, to ensure that any underlying problems are quickly remedied. Meetings should be held frequently, every few months, to discuss recent events and review or revise objectives.”
