HR Department
  • Home
  • Did you Know?
  • Our Services
    • NEW: Mediation
    • HR Audit
    • Implementation
    • HR Support Service
    • HR Services
  • Our Experts
  • Testimonials
  • The HR Advisor
  • Contact Us
  • Login

Staff Investment: Appraisal Alternatives for Your SME

21/2/2019

0 Comments

 
Picture
No matter your lifestyle, a person’s job takes up much of their time. With people spending on average 13 years of their life in work over a 50 year period, it’s crucial that they feel valued, needed and wanted.

No longer is a ‘job for life’. Studies have shown that people will change jobs on average 12 times during their careers, while the cost for replacing one employee in Ireland now stands at €13,100. Active staff investment is vital for talent retention in the current job market.

In the past, appraisals were the ‘go-to’ annual review for companies and their employees. But, in 2015, Deloitte revamped their review process, after spending nearly 2 million hours on reviews and appraisals.

Industry leaders are thinking up alternatives – are you?
 
Appraisals: Pros and Cons
Appraisals benefit businesses by providing the opportunity to review staff and company performance, initiate needed improvements, and offer praise to top staff and departments.

Despite well-meaning intentions, appraisals have become dreaded by managerial departments worldwide.

Eating up large amounts of time, annual reviews are monotonous, as managers attempt to complete them as quickly as possible. As a result, companies can often struggle to gain meaningful insight into the performance of their staff and company, while all colleagues lose out on valuable time.
 
Taking a Different Approach
So, the pros and cons are clear then. But is there an alternative approach that would suit your business better?
 
  • Look Beyond the Form
Don’t let your appraisals fall into the trap of a ‘tick box’ exercise. A simple formality to fill a form out, put someone up for promotion and increase a few salaries.

Looking beyond the form could provide an effective alternative, one that ensures feedback is meaningful rather than part of a process.

These meetings should be focused heavily on the employee, where they are in terms of progress, and how they see themselves and their role.

Only by providing constructive feedback that goes beyond filled-out boxes will performance improve and will effective impact be made.
 
  • ‘Stay’ Interviews vs Annual Reviews
Often, employee issues and dissatisfaction can come out of the woodwork when it’s too late; when their resignations have been handed in, their desks have been cleared and their exit interviews have been completed.

But appraisals, when used correctly, give insight, not only in staff performance, but their job satisfaction, work-life balance and ambitions for the future.

‘Pointless’ annual reviews become meaningful ‘stay’ interviews for staff, giving managers the opportunity to provide useful feedback to staff, and to act on information given to them by individuals.
 
What Are the Alternatives?
Maybe taking a different approach isn’t enough. Maybe you want to give your business a complete alternative to the annual appraisal. What can be done?
 
  • Little and Often
Appraisals are often annual, making them both time-consuming and at times, unfairly based on the last few months of that working year. This can be due to memory and recent impressions of their performance.

Regular feedback can resolve this, making review workloads more manageable, and providing staff with useful, relevant and fairer feedback.

Managers could host monthly or bi-monthly miniature reviews with staff members. Not only will feedback quality improve, but managers can utilise the opportunity to foster openness, and give staff the space to bring up issues.
 
  • Peer Reviews
Another appraisal alternative is the peer review. Reducing managerial time spent on annual appraisals, these provide a fresh perspective on an individual’s work performance, from the viewpoint of those that work alongside them and are directly impacted by their performance.

While this has its advantages, managers should tread carefully. In any workplace, not all employees may get on or like each-other. These tensions could have the capacity to spill out into peer reviews.

​When receiving these peer reviews, managers should watch out for overly-biased opinions, and ensure they receive reviews from multiple peers to breakdown any bias that may occur. 
0 Comments



Leave a Reply.

    Archives

    February 2021
    January 2021
    December 2020
    November 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    April 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014

    Categories

    All
    Absenteeism
    Agile Management
    Anger
    Annual Leave
    Appointments
    Big Data
    Bullying
    Bullying In The Workplace
    Business
    BYOD
    Collaboration
    Communication
    Company Culture
    Compulsory Retirement
    Conflict Resolution
    Corporate Culture
    Covid 19
    Covid-19
    Cyber Bullying
    Data Protection
    Device Policy
    Digital
    Digital Transformation
    Disciplinary Procedures
    Discrimination
    Diversity
    Dress Code
    Emotional Intelligence
    Employee Benefits
    Employee Diversity
    Employee Engagement
    Employee Performance
    Employee Relations
    Employee Resignation
    Employee Retention
    Employee Rights
    Employee Wellbeing
    Employer Branding
    Employment Contract
    Equality
    Flexible Working Hours
    Freelance
    Freelancer Management
    Freelancing
    Gender
    Gig Economy
    Health And Safety
    Hiring Process
    HR
    HR Automation
    HRLocker
    HR Paper Work
    HR Performance
    HR Tips
    Human Resources
    Incentives
    Inclusion
    Independent Contractor
    In-house
    Innovation
    Intelectual Property
    Intern
    Jargon
    Just Culture
    L&D
    Leadership
    Learning & Development
    Long Term Illness
    Management
    Managers
    McDonalds
    Mediation
    Mentorship
    Millenials
    Motivating Staff
    Music
    Negative Employees
    Office Romance
    Onboarding
    Outsourced HR
    Paid Paternity Benefit
    Parental Leave
    Parenting
    Part Time
    Part-time
    Passive-aggressive
    Paternity Leave
    Paternity Leave Policy
    Pay Gap
    Pensions
    People Operations
    Poaching Employees
    Policy
    Problem Employee
    Productivity
    Profit
    Protected Disclosures Act
    Recruitment
    Redundancy
    Retirement
    Role Of HR
    Salary Transparency
    Sexual Harrassment
    Sick Leave
    Sick Pay
    Sick Policy
    Skills
    Skills Shortage
    Social Media
    Social Media Policy
    Staff Burnout
    Staff Engagement
    Staff Retention
    Staff Training
    Strategy
    Success
    Talent
    Talent Acquisition
    Talent Retention
    Team
    Teamwork
    Tech In HR
    The Jungle Book
    Training
    Trust
    Unfair Dismissal
    Vacation
    Whistleblower
    Work Arrangements
    Working Parents
    Workplace
    Workplace Bullying
    Workplace BYOD Policy
    Workplace Conflict
    Workplace Discrimination
    Workplace Harassment
    Workplace Health
    Work Related Stress
    Zero Hour Contract

    RSS Feed

HR Department, 49 Hollybank Avenue, Lower Ranelagh, Dublin 6, Ireland.
 
Phone : +353 87 852 7723
E-mail: [email protected]

Registered in Ireland under company number 348834

Testimonials

Fallon and Byrne

“As a medium –sized business, we could not justify having an in-house HR person. The HR department provided the perfect solution for us, giving us access to all of the expert advice we needed on an outsourced basis"

READ MORE!
Website by Chevron Studio