Every organisation operating in today’s highly competitive global market needs to have its people operating at the top of their game. From the CEO downwards, your people need to maximise their performance and push their potential in order to succeed and keep on succeeding.

Whilst many factors impact on this achievement, a key part can be played by the Performance Management or Staff Appraisal process to ensure that staff energy, commitment and effort is directed appropriately, effectively and efficiently over the longer term. Whilst many organisations possess cleverly designed and well intentioned appraisal processes, its not unusual to find that the usage of these by line management is either inconsistent or the quality of appraisals is poor. Indeed, studies have shown that 7 out of 10 surveyed employees are more confused than enlightened by their appraisal process!

Often we find that the core problem is a lack of commitment by Line Managers to a process that they either feel is imposed on them without any tangible business benefit or they don’t feel that they have the relevant skills to deliver it.

A solution is to take the process back to basics, and rethink your goals and objectives for the performance management process, what will be acceptable within the business culture, what processes will be most appropriate and the skills levels of the Line Management team to make a difference.

We can work alongside you to gather the staff views and opinions of your current process, review and challenge the existing mechanisms, and develop a new process that will work for appraisers and appraisees alike. We can also provide training for Line Managers in not only using the process but also the coaching and goal setting that really makes the difference in effective performance management. In fact, by instituting an effective process that engenders belief and commitment, the whole business can benefit.

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