An effective performance review or appraisal system will feed into your learning and development processes, promote commitment and motivation and enhance performance. Conversely, an ineffective system is at best a waste of time, and at worst, demotivating for managers and employees alike! If your system needs designing – or an overhaul – we would be glad to work with you on this.
Aspects that you might want to look at together include the following:
Current best practice in your sector and elsewhere
How to make the process fit with, and support, all the other things that are going on in your organisation
Consulting with managers and employees about what they would like
Increasing individual ownership of performance and development and participation in the process
Introducing more of a strengths-based focus
Helping managers to take more of a coaching approach
Drafting/streamlining the process and paperwork
Designing communication and training materials, and delivering workshops
It often works well to have a cross-company project team responsible for producing the new or revised process. We could provide project management for this team, meetings facilitation and expert input as required.
Liz regularly delivers workshops on performance and development to new starters in a learned society in Cambridge. The focus is partly on understanding the process involved, but also on how to engage personally with the process. Here is a selection of quotes from recent workshop participants: