Samantha Mills

Head of Customer Experience


 

How to implement a performance management transformation


 

Samantha Mills

Head of Customer Experience



 

Samantha Mills

Head of Customer Experience


Why should you be making the move towards a continuous performance management approach? Studies have shown us that doing performance management annually, or even bi-annually, is ineffective and unfair. People generally dislike annual appraisals, finding them stressful and unhelpful. After all how can you condense a year’s worth of development, achievements and challenges down into an hour long meeting?

Some key issues that arise from doing performance management annually are:

Disengaged employees: Setting goals once a year and expecting employees to remain engaged and on track with them is a bit unrealistic. Maybe for the first few weeks they will feel motivated, but after that it is easy to become distracted or uninterested, and goals become forgotten about.

Irrelevant goals: Even if your employees don’t become disinterested in their goals, there is a good chance that as the year goes on the overarching objectives of your organisation will change, and as employee’s goals should align to an organisation’s objectives, this means their goals will become irrelevant.

Burnt out employees: Many of your employees may be struggling with barriers at work, but without regular check-in sessions many of them will simply keep struggling until it gets too much, leading to burn out and resulting in resignations or sick leave.

A bias view: Only checking performance once a year leads to a narrow and bias view of employee performance. Often managers and employees will focus on the most recent activities that are fresher in the mind, leaving out months of performance, leading to an inaccurate view of that year’s performance.

 

That is why tracking performance frequently throughout the year is a much more efficient and fair way of handling performance management, allowing for regular check-ins, real time feedback and the setting of agile goals.

We recently ran a webinar with two of Advanced’s performance management experts, Samantha Mills and Binita Malde, who were joined by three HR leaders, and Advanced Clear Review customers, Karen Peploe from Monmouthshire Housing, Karen Williams from Instarmac and Sarah Draper from Rider Levett Bucknall. In this webinar our panel discussed why a continuous approach is more equitable than annual appraisals, and how to best transform an organisation’s performance management system.

Key talking points with our panel of customers include:

  • What prompted their decision to move to a continuous approach
  • What continuous performance management looks like in their organisations
  • How have they driven accountability from stakeholders
  • What challenges they faced when implementing a continuous performance management approach
  • Guidance they would give to other HR teams looking to make the move to a continuous approach

So whether you’re still on the fence about if a continuous approach is really the best fit for your organisation, or you know all the benefits but you find the idea of implementing this system a daunting task, watch the webinar here to find out how other organisations have taken to leap and made continuous management work in their organisation, the challenges they faced, and the benefits they’ve seen.

To find out more on this subject, you can watch the full webinar on demand here, or take a look at Advanced’s Continuous Performance Management software, Clear Review.