Helping Founders To Attract, Engage & Retain Employees & Talent | People + HR Strategist⚡️| Founder: Access HR 🧠| Award Winning HR Leader
Performance Management is out. Performance Enablement is in. I'm working with a client to transform their Performance Framework from reactive reviews to proactive conversations. If you're a growing business, this is for you. Annual reviews couldn't keep pace with their fast-moving agency, so we gathered feedback from employees and managers to develop a new, more effective approach. Here’s what we’re working on: 🔥 Redefining Performance: Developing a no-surprises framework that emphasises improvement and coaching. 🔄 Agile Process: Implementing a flexible, adaptive framework to eliminate Sunday scaries and uninspiring conversations. 💬 Quality Check-Ins: Introducing a system of 6 monthly cycles, with employees leading 2 mini cycles each year. 📝 Simplified Process: Streamlining with a form-lite approach, providing concise guides for coaching conversations and SMART goal setting. 🤝 Human Touch: Promoting more frequent, healthy, agile, and genuine conversations. Our new framework empowers leaders and employees to take accountability and enhance their performance, helping them excel in their roles. It provides employees with purpose and ensures clarity on goals and focus areas. How does this compare to your performance framework? ------------------------------ It's time to move away from outdated performance conversations to performance enablement with Access HR Ltd #agency #hrconsultant #hr #people #tech #performance
Ahad Iqbal
2w
The human touch is what truly sets this apart. Regular, genuine conversations are the secret sauce for happy, high-performing employees. Georgia Dixon
Shane Evans
2w
This is great to hear Georgia
Times are changing, and you must change with them. The old way is no longer the way.
It's so important to keep everyone motivated, communication is a huge aspect of this!
Lara W
2w
Reframes like this are so so important if we want to change the culture of the workplace and create a space where people can really thrive!
Absolutely love to see you crushing it for clients!
Wow, what a change of mindset. From management to enablement! From negative to positive! Love this Georgia. Thanks for sharing and providing a great insight!
Colin Watt
2w
The critical step that is often overlooked Georgia is your engagement with the team and managers - the time you spent here will give you the insights for what happens in the future. (Would love to see the final outcome if you and the client are willing to share). There are so many variables in the "old way" of managing performance and how it links to pay, bonus, LTIs and career development...and employees often see these antiquated approaches as a method to penalise and not motivate them. The dynamic ways of working we experience now, demands a refresh of performance, and I love the enablement focus - definitely sets the right tone.
Interesting post Georgia Dixon Five points I would add for consideration: 1- identify the difference between management and leadership: managers manage the operations, leaders set the vision. These are not usually the same person. 2- coaching others is a skill in itself, which takes a lot of practice to be an effective coach. It cannot happen overnight. 3- employees are either above the line or below it. Not everyone wants to be coached. Focus on the ons who do. 4- situational leadership is often more effective. I.e. adapting leadership behaviours to suit the competence, confidence, and willingness of the person performing the task 5- managers need to SHOW that they care with that human touch, high EQ makes for great managers/leaders. However, developing high EQ isnt as easy as it sounds.
Helping Founders To Attract, Engage & Retain Employees & Talent | People + HR Strategist⚡️| Founder: Access HR 🧠| Award Winning HR Leader
2wPerformance conversations need to be inspiring, not saved until things go wrong