Helping employees reach their full potential and career goals is essential to support a positive employee experience. That’s why a performance development plan (PDP) is such a valuable tool in your talent management toolkit, as it elevates employee performance and lays out plans for individual growth.
Though you probably offer a combination of constructive feedback and coaching to employees, there may still be instances when performance falls below expectations and requires formal follow-up. To help employees make desired improvements, a performance improvement plan (PIP) is a useful tool for communicating performance concerns and showing employees what they can do to address them.
Creating a highly engaged workforce has been a longtime goal for many organizations, as engaged employees are deeply committed to achieving critical company goals. However, understanding what it takes to engage employees can be challenging. There is an entire spectrum of engagement—from fully engaged to actively disengaged—and it can be difficult to meet employees where they are.
Performance reviews can take many forms, from informal weekly check-ins to quarterly or semi-annual discussions. No matter the method you use to conduct employee performance reviews, quality feedback is essential and asking the right questions will help managers and employees make the most of their performance reviews.
Performance reviews can be a time for of delicate conversations, honest feedback, and thoughtful goals that help employees improve their skills and put them on the right career path. Ideally, these conversations should be objective and fair. But unfortunately, there is no single universal standard or guideline about what makes for a fair performance review. There are plenty of review methods to choose from, but they all offer differing levels of criteria and terms with broad interpretations.
When you’re recruiting and hiring new employees, the right skills and experience are probably at the top of your list of priorities. But while these factors are great at predicting whether a candidate will be technically equipped to do the job well, they don’t tell you much about how well they’ll fit in with your workplace’s culture, or how well they’ll work with the rest of their team.
HR managers routinely identify employee reviews as their least favorite part of the job. To most managers, reviews are time-consuming, awkward, clunky, and of questionable value. That perception, in large part, has driven some trailblazing companies to abandoning annual reviews completely.
But while formal review processes may have fallen out of vogue at some well-known companies, they’re here to stay for most industries, at least for the foreseeable future. That’s because, no matter how the process gets handled, employees need thoughtful feedback to motivate them and help them improve their job performance.
