Discard the traditional annual/bi-annual performance reviews and make the process more dynamic for increased engagement and productivity. Being agile and flexible in your approach enables you to connect with your people on various levels and crucial touchpoints to provide a smooth employee experience throughout their lifecycle.
Employee appraisals, performance reviews, feedback discussions - a process has many names! The purpose, however, is the same regardless of what we call it - to increase employee motivation, performance, and well-being. Most people probably agree that annual performance review talks are not the optimal method for achieving these effects. Is it time to scrap these once-a-year meetings, and instead focus on scheduled evaluations?Here are five reasons why you should reconsider annual performance review meetings and shift to more a more systematic form of discussion. 1. IT CONTRADICTS EVERYTHING AGILE HR STANDS FOR Are you familiar with the concept of Agile HR? It's not surprising because it's a buzzword that's been buzzing around since 2012. Agile HR is a method that advocates all processes and projects being conducted in a flexible and agile manner. The reason the approach has grown so exponentially is that organisations need to adapt to a complex world where demands are always changing. It's glaringly obvious how the traditional personal appraisal talks strongly contradict the Agile method: