I need to set up an opportunity for feedback to be given to staff, to highlight what they have achieved well, and provide constructive criticism . Traditionally this is an appraisal, however I was wondering whether anyone used a less traditional model (i.e. rather than filling out a form, having a meeting with Line Manager, filling out feedback forms, submitting it to HR etc), and if this resulted in the constructive criticism being taken on board more?
As a bit of background, the employees that would be receiving the 'appraisal' would be management initially, but who are unlikely to have had an appraisal before (we took over an existing restaurant (with a change in concept), and so the staff were TUPE'd over to us). As the staff are not office based, then they are not used to expectations that you would find in an office environment - i.e. performance appraisals, one-on-one meetings, etc. So while the individual appraisal style meeting would still take place in a private environment, the concept would be completely new to them - hence why there is the opportunity to create a potentially different process.
As per usual, any comment or feedback would be helpful and appreciated - including what you feel hasn't worked for you.
Thanks in advance,
Emily
Replies
Thanks for all the feedback. Apologies for not replying sooner - things have been very hectic recently.
We are currently reviewing how performance reviews are conducted. Previously, the Line Managers have had the meetings, the forms have been completed etc etc. However, since I joined the business last year and ran the review process, it was very clear very quickly that it was not a useful operation. The forms were rushed, people didn't see the value, since there was no reward linked to it people were not interested and so on. So, in October this year, I am holding one to one sessions with each staff member to gain their opinions on the process and how they feel they work or fail. Based on that, I will collate the feedback and propose a more appropriate format. The area I am keen on is 360 feedback, experience of proves very effective. Can be costly though!
As part of our internal Coaching For Performance process we have recently relaunches "Quality Conversations.
This basically is what it sounds like but gets both the manager and individual to assess specific tasks / duties on what went well or is going well, what did not go well, what would you do differently, what support do you need if any. This then feeds into a more formal structured approval process but it could be an interesting approach based on what you have said above.
Kat
Take a look at this new software Emily (mobile or tablet friendly so doesn't need a desktop). Will give you food for thought...
https://standout.tmbc.com/
Helen
I haven't yet tried asking them for ideas. I thought I would try and find out some potential ideas first as a starting point. In terms of asking employees, previously when asked for feedback on topics, there has been little comeback. Having said this, we do have some new members of staff, so it might be an idea to create a group with newbies and originals and see if there is any more feedback (although with only 14 employees in total, it's always difficult making choices, and creating opportunities to get together as shift patterns change regularly).
Hi Emily
That sounds like a plan you may even have some managers who have worked elsewhere and have some best practice ideas from other places of work.
Good Luck!
Sarah
Hi Emily
Thanks for the interesting post, I must admit my experience has been purely around the typical interim and annual review, most of this was completed online but it still had a set structure to it and involved a face to face meeting with your line manager.
I like the idea of creating a potentially different process but if the employees are not used to performance management it may all be a bit of a shock to the system?
Have you tried asking the employees or the managers of the new business for ideas? You could explain what it is you want to achieve and see if they have any suggestions, as this would also help with their buy in to the process. Or you could even give a small working party (which comprised managers and employees) the terms of reference for the performance management system to see what they came up with?
Kind regards
Sarah