We’re already at the end of June.
Can you believe how quickly the first six months of the year have flown by?
For many organisations this time of the year marks performance review season. For some it could mean staff half-yearly appraisals; for others it’s annual review time.
While some large companies have a team of people dedicated purely to employee engagement working full time on assessing employee satisfaction, co-ordinating 360º feedback and conducting performance appraisals, in smaller organisations employee engagement and staff satisfaction (key measures of staff retention) are often left to fall by the wayside.
What should really be conducted as formal conversations often become a quick impromptu catch up over a sandwich at a nearby café, a 15 minute chat in a taxi on the way back from a client meeting, or worse still a two-line email along the lines of “You’ve done a terrific job this year. Keep up the good work”.
We’ve written about how to conduct a successful performance review in the past. We’ve also posted tips on how not to deliver feedback when evaluating your employees.
Given that many readers will be conducting staff appraisals in the coming weeks, I wanted to share a really interesting Infographic recently published by our friends at Findmyshift.
It poses the question around whether employee performance reviews are productive or destructive.
It’s time for you to decide for yourself.
Author
Paul Slezak
With over two decades of experience in the recruitment and human capital industry, Paul Slezak has established himself as a transformative force in the realm of leadership and career coaching, group facilitation, and talent acquisition. His unique perspective, drawn from his early career as a leader in global recruitment firms and his entrepreneurial success with his own start-up, has enabled him to make a significant impact on leaders, teams, and organizations across the world. Paul's passion for helping others achieve success and high performance is evident in his commitment to transforming leaders and their teams at local, national, and international levels. He specializes in promoting the importance of human-centered intelligence, focusing on soft skills such as authenticity, transparency, and trust to complement business-centered acumen and drive better workplace outcomes. As an impartial facilitator, Paul brings his expertise to team offsites and strategy days, ensuring alignment on goals, values, and culture while keeping participants on task. His engaging and energetic presence, coupled with his unique "entertraining" and "edutaining" delivery style, enables him to connect with audiences both large and intimate, sharing personal and professional anecdotes that inspire and energize.
