One of our clients has recently undertaken a new performance review
process which has been underpinned by having the 'right' conversations
with staff. The system is a simple management by objectives (goals), with a key focus on the “having the conversation” rather than focussing on the forms and paperwork. The staff were very excited about the introduction of the new process, as previously there had not been consistency in the review process; and the management team were also very supportive of it.
As part of the review process, the directors/owners of the business were also reviewed based upon the operations aspect of their roles. Initially there was concern amongst the director’s, however, once the process was completed they appreciated the concept of focussing on, and reviewing their current period achievements, and identifying the goals to focus on moving forward.
Remuneration and development requirements also formed part of the process, and increases and bonuses were paid accordingly. A customised training plan for the company is now being developed to be implemented as an ongoing program for all staff.
The review process also included End2end Business Solutions individually coaching the managers, to train and give them confidence in “having the conversation” regularly with their staff. A large number of the staff receive their bonuses monthly or quarterly, and now the managers have the tools and system in place to have these conversations regularly, so that there is consistency and employees know exactly what is expected of them. The managers are finding that the more they have ‘the conversation’, the more confident they are becoming in conducting the review process.
The outcome of the new review process has been greatly improved morale, as employees are seeing the benefits of the review and of the company implementing resulting changes.
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