Last post December 3, 2019 10:37 AM by debora. 2 repiles.
As a management mandate, we plan to change from our existing system of conducting annual performance reviews on respective date of hire to a similar date for the workforce.
I have been working on this for a long time but wondering how to deal cases involving promotions, transfer etc. that happen during the year?
Could you please advise.
Thanks in advance
Girdhar, I can truly relate to your situation since I have been through this. This kind of system can get crazy at time in terms of managing on a one-off basis all the time, not to mention the follow-up that needs to be done each time with the line managers... You may want to retro-adjust the increases based on their hire date for synching the review schedule.
The first stage of this performance management cycle is ‘planning’, a phase which was traditionally carried out only once each year. During this planning phase, employees are set SMART objectives, which contribute to achieving one or more of the company’s goals.
The planning phase also includes the formation of a personal development plan (what strengths and skills the employee should develop to achieve their goals) and a review of the employee’s job requirements. The idea is to ensure that the organization's goals and values feed into this planning phase, thereby ensuring that individual performance is aligned with the overall strategy of the organization.
The next stages are ‘Act’ and ‘Track’, which occur throughout the year. Employees aim to achieve their objectives and carry out their role effectively, while line managers coach their employees, track progress, and provide feedback.
Historically, companies have placed a large emphasis on the final stage, ‘Review’, often combining it with employee performance ratings. The ‘Review’ phase traditionally encompasses an annual performance review, a meeting where employee and manager discuss and evaluate goal progression and completion, performance issues, training and development, and opportunities for advancement.
This once-a-year meeting can be extremely stressful for both employee and manager, and ultimately unproductive. Attempting to discuss and achieve so much in one meeting is simply unfeasible and the review frequently becomes a tick-the-box exercise with little meaningful conversation. Because of the inadequacies of this annual process, a more agile performance management cycle has been adopted by companies around the world, which we’ll look at below.
HR has consistently heard that spring term and fiscal year-end are challenging time periods for managers to complete all performance evaluation discussions and prepare the formal written evaluations. Despite attempts to move completion deadlines earlier in the calendar year – most recently we moved from June deadlines to March or early April – actual completion dates have tended to slip into late spring or beyond.