For many organisations, when the workplace had to quickly adapt to cope with COVID-19, they didn’t expect to still be managing those challenges come performance review time. Yet, as November looms, that’s exactly what businesses are facing – performance management alongside COVID-19. While some aspects of performance management might remain the same, others will need
Performance Management
No one likes having to give an employee difficult feedback – especially with all the challenges thrown everyone’s way this year – but eventually, you’ll reach a point when issues just can’t be ignored. If performance has dipped, serious mistakes are being made, or there are problems around attitude and behaviour, it’s important to tackle
I’m really looking forward to the next round of performance reviews – said no manager, ever. Endless form filling and the task of fitting appraisal meetings into an already packed diary can make performance management feel like a real chore. But it doesn’t have to be that way. Handled well, the formal appraisal is a
It’s a fact of life that people don’t like change – so introducing any new HR process that requires people to think and act differently is always going to be a challenge. Performance management is a problematic subject – often regarded by managers as an irritating, box-ticking exercise, and by employees (particularly those who’ve had bad
Performance check-ins (or continuous performance management) are a series of regular conversations between managers and employees about work, progress and goals throughout the year. Depending on the organisation or individual, they can take place weekly, monthly, bi-monthly or quarterly. This series of conversations play a huge part in the success of many high-performing organisations. The multiple benefits
Performance management is a key HR activity for most businesses, but how it’s administered can vary greatly between organisations. Businesses managing performance via paper-based processes or spreadsheets, or standalone performance systems are missing out on the advantages of having performance as part of a wider HR system. Choosing a performance management system that is part
No-one likes to either give or receive difficult feedback, even more so right now when people are still dealing with the consequences of COVID-19. But, employee performance won’t improve unless employers communicate clearly about problems, and staff are able to take it on board and respond to what’s needed. So, what can HR do to
Often referred to as continuous performance management, employee‘ check-ins’ are a series of regular conversations between managers and employees about work, progress and goals that are on-going throughout the year. Many high-performing organisations have already realised the benefits of this continuous approach to performance management and have moved away from traditional annual appraisals. Looking at
UK productivity has dropped yet again, with the latest Office for National Statistics (ONS) report showing output per hour has gone down a further 0.5 per cent. Given the amount of turbulence going on in the wider political and economic climate right now, it’s hardly a surprising result. Thanks to the uncertainty surrounding Brexit, many
The Cezanne HR team recently conducted a survey of 1,000 employees to assess the current state of UK performance management, and it’s safe to say that the findings make for an interesting read. Nearly half of the employees we polled (49%) said they are either indifferent to, or dread, their performance reviews. Indifference to performance
According to analytics and advisory company Gallup, employees who have a best friend at work are seven times more likely to be engaged with their job, and feeling more connected with colleagues can boost productivity by as much as 25%. Promoting an environment where all employees get along, with no conflict or fallings-out isn’t easy.
Paper, Excel and outdated systems – they used to be the lifeblood of organisations, with a lot of HR time spent chasing around, as many of their processes are driven by authorisation. Unfortunately, it’s not always easy for organisations to dispense with it, but today’s affordable Cloud-based HR systems can certainly provide welcome relief. Let’s
HR teams are facing unprecedented demands on their time. Hot on the heels of managing the first, fast adjustments to the fallout from the COVID-19 pandemic – moving to remote working, furloughing staff, reducing headcount – comes the need to prepare for further change, and plan for the ‘new normal’. How do HR teams ensure
Employee work satisfaction is just as important now as ever. With businesses needing to keep operations running as smoothly as possible in this extended period of remote working, employers must take action to ensure their people maintain engagement with the company, its values and their roles. But if you’re starting to feel that your employees
The ongoing lockdown in the UK has undoubtedly increased organisations’ concerns about how long their employees will be working remotely, and how this will impact productivity. Being distant from team members, the mental toll of constant COVID-19 news coverage and spending little time outside are all impacting the workforce in unique and subjective ways. Employee
During difficult times, like COVID-19, line managers must support, encourage and guide their teams. As always, they also need to manage performance and be ready to have difficult conversations if productivity falls below acceptable levels. What was ‘acceptable’ pre-COVID-19 has likely been flexed for employees managing the changing pressures of a COVID-19 world (work-related and
Isolation and loneliness are some of the biggest struggles remote workers face. These feelings can have a significant impact on mental health, and employees who are working remotely for the first time due to COVID-19 may be more susceptible to this risk. It can be tough for people to work in isolation when they’re used