At 10Eighty, we think employers need to take a more employee-orientated perspective in terms of performance appraisal.
The annual tick-box exercise tends to be counterproductive and the best staff want something more personal and tailored to their role and aspirations. Why should employers want this too? Because connected career conversations can accelerate and align your workforce development, with dramatic impacts on engagement and productivity in any organisation.
In our recent successful Connected Conversations events we used values cards and skills cards to show how these two traits can be used in initiating meaningful career conversations with employees. Every employee is entitled to job satisfaction and career success – their employer will benefit from helping them achieve that success. Engaging with employees and committing to providing personal development and opportunities to meet career aspirations is the launchpad for a connected conversation.
An employee whose values don’t resonate with corporate values is unlikely to be engaged or motivated and give some insight from personal experience.
The connected conversation centres on what is really important to people, what motivates them. Values taken in conjunction with an overview of employee strengths provide the basis for reviewing both performance and career trajectory that builds on the reality of their working life.
To manage people well you need to understand what makes them tick; to make the connection between how the organisation can help them to achieve and develop as part of a high-performance team. This is a much more positive experience than the average performance review.
Schedule and track connected conversations
10Eighty’s career path software Fuel 50 offer is a powerful platform for leaders and managers to schedule and track connected conversations with their people throughout the year, with a concomitant impact on overall levels of engagement and performance. It also allows team members to create career plans and track progress towards achieving career objectives for a truly rewarding career.
Regular feedback is important to employees – younger members of the team prefer to work this way and workers on flexible contracts need the input and opportunity to engage with leadership. Employees in some roles will want and need feedback more often than others and managers will soon come to arrangements with each team member as to what works best in each instance.
There is also the obvious advantage that by checking in regularly with employees performance issues are dealt with promptly, problems don’t fester and team members can be more confident that they understand the big picture while feeling they have a voice in the process. In essence performance and productivity improve when feedback is not held back for the annual review and managers deal with issues as they arise.
The connected conversation allows managers to acknowledge where staff are performing well, where they can improve and provide guidance as to how they might build their skills and progress within the organisation.
Quality, relevant feedback improves employee learning and task performance. We think it is really important that all managers learn how to deliver effective and constructive feedback.