From assessment to appeciation

Introduction

We’re better off focusing on talents, qualities, skills and the ways for developing them,
than always harping on about improving.

Trends in performance management

As ever, each year, managers prepare their performance appraisals and then conduct the meetings.

Targets mark the way, offer focus and tell us what the business wants to achieve in the short and long terms. Hudson recruitment agency has researched some trends in performance management. It has found that 40% of workersare really motivated by meetings to discuss how they perform. However, a question still hangs over the manner in which such meetings are conducted nowadays.

In more than 8 out of 10 companies, performance management is limited to one review a year. That’s strange, given how quickly organisations change.

Talking to employees about their professional development and career expectations certainly has a positive impact on performance, but we need to rethink how we approach it. All too often, managers take a backward-looking stance at such meetings, and lay the focus on what the employee did over the past year.

Why’s performance management important?

A common goal, knowing what you’re working towards, both individually and as a team: that’s what builds better involvement. And it’s precisely there that many of today’s performance management systems fall short. They’re still too focused on the individual, with no room for dialogue. The ideal system should show what an employee individually and as part of the team contributes to overall business objectives.

A common goal, knowing what you’re working towards, both individually and as a team: that’s what builds better involvement. And it’s precisely there that many of today’s performance management systems fall short. They’re still too focused on the individual, with no room for dialogue. The ideal system should show what an employee individually and as part of the team contributes to overall business objectives.