All around the world, Performance Appraisals (or Performance Reviews) are recognised (amongst a number of performance management tools) as an annual event that aims to ensure individual performance is contributing to the overall department and/or business objectives. Little by little, businesses slide away from this rather archaic format of telling employees that 'Layla? She's electric,' 'Where did it all go wrong?' or even 'Hey now! Listen up, little James. You are one of The Quiet Ones but you're still my Rock 'n' Roll Star.' If your preference is this type of process, I acquiesce your decision. Imagine having to Soldier on during an Appraisal like this?
A Quick Peep at our CLIMB objectives
Round our way at Apprentify, we have developed a unique staff appraisal and monitoring process called our CLIMB programme. For each of our six business GROWTH objectives, we have five individual 'steps' for staff to CLIMB, increasing in challenge to achieve. Monthly, our staff will discuss their performance against their own individual objectives/targets/KPI's (Record of performance) and then given the opportunity to provide evidence against the 'steps.' Not only will this provide healthy competition between staff, there is also challenge and motivation for individuals to progress, all contributing to the development and success of the business!
D'You Know What I Mean?
I hope, I think, I know that the core function of the Appraisal is as important as ever, however conversations on performance should be an integral part of regular meetings with line managers. The masterplan should be if meaningful, open and purposeful conversations happen regularly, and they will won't let you down.
How many Oasis song titles did you find in the text? Leave a comment and I'll post the answer in due course.....
