I receive feedback only once a year during the annual appraisal.
You may be surprised but your staff wants more feedback. Feedback is akin to a thermostat - it monitors the temperature and gives information for better climate control. Imagine every staff having their own individual performance thermostat which enables them to monitor their own performance. A feedback system that self-motivates; aligns to the organisation’s vision and encourages personal development.
“But!”, you say, “performance management systems I know aren’t this good”. They are not.
Most annual performance reviews aren’t real feedback. These reviews leave staff scratching their heads, wondering how and why they received that review. Worst case - staff gets demotivated by their review, and do not know what went wrong in their performance for the whole year.
Ownership. Expansion. Growth. Collaboration
Four key words that rock an effective performance system. Vaughan Govier is passionate about helping you create a system which gives staff the ownership to create and own their own goals. It expands their thinking and the breadth to grow in their role. To create a system encourages team and inter-department collaboration.
Good Appraisal Are Simple, Observable & Support Accurate Rating
A good performance management system is a continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals. Vaughan Govier’s performance management system is customised to an organisational’s specific requirements. And company quirks.
Too good to be true? Well, contact us to know more about how we have helped organisations overcome overcome their performance review issues.