"How can I get the most out of my staff? How can I ensure that they work at their best, and contribute to the performance and success of the organisation?"
These questions concern many managers.
"How do I know how I'm doing? Should I be doing more? What counts as excellent work around here?"
These questions occupy the minds of many staff.
Working with organisations in this field, I've found that it's important to tailor the system to the style and culture of the organisation. I've seen that systems based on competences and paper work are often unpopular and are not followed effectively. In the end, if a system isn't used, or used superficially, it adds no value. Because of this, the approach to performance review and appraisals (if it is to work) needs to be tailored to the type of organisation and the staff involved. There will be places where a paper-based system is followed well with good results, and others where nothing useful is achieved.
Three main areas are considered on the linked pages:
- What is the business case for developing an effective system? How does it add value?
- What does it take to develop an effective system of review in different sectors and types of organisation?
- What do managers and staff need in terms of support to be able to carry out the process effectively?
Resources on this site
If you are preparing for your appraisal or performance review you should read this material.
If you carry out appraisals or reviews, look here.
For Consultancy Services
I can help or advise you in the following areas
- developing or improving appraisal systems
- providing in-house sessions for managers new to staff appraisal, and for new 'appraisees'
- providing personalised coaching to improve appraisal skills
Call me on 07770 938163 or email me