By Amanda Doun, HR Business Partner, Trüpp.
There is general consensus that performance review programs help organizations create the foundation for providing effective employee feedback. However, a question to consider is whether this is enough to ignite change? Although performance reviews impart necessary information, many employees are left feeling uncertain of what to do next. Simply knowing what they excel at or where they fall behind does not always outline the framework or the available opportunities to translate feedback into action. Take time to consider further steps to ensure employees feel encouraged, engaged, and motivated following the review period.
As you work with staff to establish goals, it is important to realize the significance of engaging in continuous discussion with employees about their goals. Keep goals Specific, Measurable, Attainable, Realistic, and Timely (SMART). This ensures that employees are made aware of expectations and efforts to focus on to reach their objectives. Although some goals support employee ambitions, keep them aligned with company initiatives. This helps employees understand how their efforts contribute to the success of the organization.
Growth and Development
Development planning is not just a useful retention strategy. It is also an opportunity for employees to work with their managers to identify career aspirations that benefit personal growth, increase their skills, and anticipate future needs for their department. Development plans help employees recognize their strengths, where they want or need to grow, and provide a platform to communicate their personal and career goals, and how they would like to reach them.
Career Path Discussions
Employees often lack visibility of potential career paths. Without knowing what career path options are available, employees can often feel stuck, which negatively impacts employee satisfaction, productivity, and turnover. Focus on helping employees recognize their talents, uncover hidden skills, identify how their capabilities affect the future needs of the business, and identify career or learning opportunities.
Professional Development Opportunities
Helping employees recognize appropriate learning and development opportunities fosters leadership support in the next steps of their career. Allocating time for employees to take part in these activities will help demonstrate your commitment to their ongoing employment. Opportunities might include: visiting clients to better understand how they can support them, attending trainings or conferences, working directly with subject matter experts, or allowing time for learning or earning professional credentials.
Encouraging dialogue with employees about their development, aspirations, and opportunities are great approaches to maintaining and improving employee performance. These conversations are vital to supporting talent management and employee development practices that inspire your workforce to support the mission, vision, and values of your organization.