Everyone hates performance appraisals. Also known as performance reviews, these are the periodic assessments of an employee's job performance and overall contributions within a company and, while valuable, nobody really looks forward to them.
In this blog, veteran Toronto HR consultant Christine Fowler in Toronto provides the following tips:
“Poor feedback practices are a major driver of high employee attrition rates”.
That was the conclusion of a recent report published in Forbes 500 analyzed 2 cycles of performance reviews of 13,000 workers. And it’s not just doing performance appraisals, it’s doing them well. People who received “unactionable feedback” during their performance reviews were significantly less likely to be in the organization a year later.
In other words: If you don’t invest in growing your people, they leave.
We tend to avoid tough conversations and critical feedback and as a result, not all team members receive the feedback and review they deserve creating missed opportunities for growth, improvement and identifying rising performance issues.
Even worse, when you shy away from giving direct feedback the employee is more likely to quit. Individuals who received low-quality feedback were 63% more inclined to leave their organization, a trend consistent across high, middle, and low performers. Here’s 4 tips to giving good feedback:
In navigating challenging conversations, it's crucial to acknowledge that defensive behaviour is a normal response.
Christine Fowler is a human resources leader with over 20 years experience. She started her career at one of Canada’s most famous micro-breweries building an HR team from the ground up. Now she is just one of the HR Consultants at Toronto based AugmentHR.
Are you struggling with your performance appraisal plan? Or need help with an overall talent management strategy? Augment your team with one of our experienced HR Consultants like Christine.
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