Original source: https://hrwize.com/performance-management-improved-retention/
Performance management’s purpose goes beyond ranking people once a year to define their bonus. As a vital part of any company’s HR management process, the performance management process contributes to the alignment between business strategy and individual goals and expectations. It represents an opportunity for employees to receive feedback and get clarity on potential development and growth. So how come performance reviews generate so much dissatisfaction with managers as well as employees, becoming a dreaded meeting for both?
The client’s desired changes
In our client’s case, they were a medium-sized organization who wanted to move away from the standard performance management model of annual or semi-annual performance appraisals. They wanted a lighter process focusing on a few key indicators (rather than a detailed form). Performance management had to be regular and forward-focused, rather than looking in the rear-view mirror. Employees had to be involved and actively contribute to the process, rather than the current top-down approach. Our client felt that these changes would allow for more meaningful discussions between employees and managers and boost employee engagement.
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