Performance reviews are often unloved. The feeling is justified when the process is outdated and disconnected from your employees’ day to day work. If this is the case, giving your organization’s performance review process a thorough overhaul can radically rejuvenate your employee engagement.
The dreaded PIP. Though the acronym stands for Performance Improvement Plan, to many employees it might just as well mean “Panic-Inducing Punishment.”
The best employers know a PIP can place underperforming staff on a path to transform themselves into better employees. But, in practice, a PIP is too often a half-hearted attempt at giving somebody one last improbable chance to save their job. Sometimes, managers treat the PIP as little more than a mandatory step in the process of firing an employee.
Performance Improvement Plans have so much potential. How can a PIP revive a struggling employee’s job performance?
By bringing empathy into your employee performance reviews, your organization can improve the process for employees and managers alike. You can also increase the positive organizational outcomes that result from well-run, productive employee performance reviews.
HR should be continuously improving its processes: performance management is no exception. Of course, that means that you’ll need some guidelines for reviewing your process. Here is a checklist for identifying where improvements are most needed.
There has been a lot of press about companies in the private sector replacing the annual appraisal with more frequent feedback. The same desire for change exists in the public sector.