In most companies January means one thing: annual performance review. This is normally the only time of year a manager gets to comprehensively sit down with an employee to discuss and unearth their wants and desires.
However, for those on the other side of the table it’s more a case of trudging up memories of grey evenings past and self-assessing on objectives they can barely remember.
Much like the ‘job for life’, a growing school of thought is saying, ever louder, that such conversations should go the way of the dinosaurs to be replaced by ongoing career conversations. Two-thirds of individual performance drivers are tied to these conversations, according to Right Management’s ‘Talk The Talk: How Ongoing Career Conversations Drive Business Success’ report.
In their report you can find out how to increase employee engagement and performance by embedding ongoing career conversations into your organisational culture. Cultural change takes time to properly and thoroughly implement but the benefits of doing so, as the report outlines, are well worth the time and effort.
