• Home
  • Company
    • Our People
    • Join Our Team
  • Modules
    • Capability
    • Performance
    • Interview
    • Culture
    • Succession
    • Software Demonstration
  • Adding Value
    • Team Culture
    • Core Values
    • Capability Frameworks
    • Recruitment Selection
    • Performance Management
    • 3600 Feedback
    • Transformation & Change
    • Talent Management
    • Customer Research & Insight
    • Treating Customers Fairly (TCF)
  • Customers
    • Schools – Performance
    • Social Care – Development
    • Innovators – Diagnostic Tool
    • Testimonials
    • Report Request
  • Latest News
  • Contact Us
Latest News

► request a demo

News Archive

Appraisals / PDRs – top tips

By mcsol-admin on October 17, 2014

When asked to give a few thoughts on good performance appraisal processes, Paul Glover, Director of Culture to Perform, recently posted the following:

“In my experience of implementing a variety of performance review / appraisal / development processes over the years, no one approach works for every organisation (or even sector). Organisational Culture is a key influencer on what will / won’t work, so one size definitely does not fit all.

However, as long as your process reflects on and considers the two key elements of behaviour (HOW) and achievement (WHAT) then the tool, length, structure and process just needs to work for your organisation.

My simple observations:
1. Shorter is definitely better (as long as you cover the two key elements of behaviour and achievement above)
2. More regular / ad-hoc feedback is good but should still be captured as part of a formal annual review somehow
3. There must an outcome / consequence to the process. This does not need to be reward-based (as some in some organisations recognition is equally powerful), but another forgotten outcome is proper commitment to training & development. If nothing happens as a result of an appraisal, then people will not bother engaging.
4. Managers are the key champions / destroyers of a good process, so make sure they are engaged, skilled and ready to deal with the appraisal meeting – lead by example !
5. Consider that technology solutions can assist with the admin / data capture / workflow (even if the process is short)

It is time consuming but doing deeper research into what people do / don’t like about the process in your organisation (or in previous ones) really does help, and designing the process with them will ensure better engagement with the end result.”

If you would like to find out more about our Performance Management processes/solutions, please click here or to contact Paul directly, please email pglover@culturetoperform.com

Posted in News

« Previous Next »
Mclaren Solutions, People Management, Employee Performance Review Management & Appraisals London UK
Request a Software Demo from Mclaren Solutions UK
Call Mclaren Solutions UK
Email Mclaren Solutions UK
Twitter Mclaren Solutions UK Facebook Mclaren Solutions UK Linkedin Mclaren Solutions UK Google Plus Mclaren Solutions UK
Prefered supplier to the NUS

Copyright © 2023 Culture to Perform. HR management software, employee & 360 degree review software.
Culture to Perform Limited, The Euston Office, 40 Melton Street, London NW1 2FD
Phone: +44 (0) 20 7410 7420 Fax: +44 (0) 20 7410 7425 Email: info@culturetoperform.com

Web design by drawn in