Getting the best out of performance reviews
Welcome to the Moss HR July newsletter. Following Labour landslide in the general election, we’ll be looking at the potential impact of the new government on the world of HR and employment.
Although many of us are thinking about a summer break, this time of year can be stressful for anyone trying to juggle time-sensitive tasks and team holidays. We’ve put together a handy guide to help you identify and manage employee stress.
We’re also focusing on performance reviews: a vital part of effective teamwork. As well as our own guide to getting the best out of performance reviews, our partners at Breathe have produced a comprehensive blog suggesting effective ways to manage your review process. HEAD HERE to find out more.
There’s a lot of great advice in the blog, but if you have any questions, or you’d like to talk through any of the points raised, drop us a line at [email protected] or give us a call on 01449 708999.
Wellness corner: managing stress and workload
Helping employees through periods of high activity
Summer holidays might mean a break for many of us, but if you’re juggling mid-year financial reviews and forecasting, employee performance reviews, and time off for holidays, workload is likely to be ramping up for everyone (and most people are busy enough already!). It won’t be a surprise when this all starts to feel very stressful. ? Keep an eye out for warning signals which could be an indication that an employee is feeling under abnormal amounts of pressure. You may spot changes in:
It is fair to say that workplace stress may not be behind all of these symptoms. The important first step is to ask whether the employee is OK. If you can get to the root cause of the problem, you can begin to attempt to help to address it. ? If workload is the issue, take the time to sit down with your employee and talk things through. Here are some things you could ask: ?
What, specifically, is causing them to feel overwhelmed?
It may be that demands are being placed on employees from other areas you may not be aware of, or that something specific is making them feel out of their depth. ?
What are their current priorities, and how they are determining these?
Sometimes a fresh pair of eyes can help put together an order in which tasks can be completed, making sure all their deadlines are met. ?
Is there anything they could actually stop doing or delay/reschedule?
They may be in a position where they are so focused on the detail of a task that they can’t see the wider view. They may need support to work out where tasks could be put back without major impact. ?
Are there any workplace changes that could help?
For example, it might be worth reviewing a process, system or way of working that could make them more efficient or able to cope more effectively. ?
Is there any support available from elsewhere in the team?
This may not always be possible, especially in smaller businesses and teams. However, you may find someone else with the capacity to offer assistance. ?
How is their workplace wellbeing?
Are they taking rest breaks, eating properly, and staying hydrated? All of these can impact concentration, resilience, and the ability to stay focused and productive. ? Hopefully these tips can help you reassure your employee, and help them through any tricky periods.
Top five…
Managing performance reviews:?Prepare and prioritise
Getting the most out of performance reviews means taking the time to prepare, and being mindful of the way you communicate with your team throughout the working year. We’ve put together five top tips to help you optimise your performance review programme.?
1) Make it predictable
Ideally, the content of a performance review shouldn’t come as a surprise to the employee. If you have set objectives and goals, and give constant real-time feedback or schedule regular one-to-one meetings, the performance review will be a summary and reminder of key points. A performance review is also a great time to remind employees what they are good at – the more you tell them what they do well, the more likely they are to keep working in that way!?
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2) Take time
Make sure you have time set aside to write the review, including gathering feedback from colleagues and stakeholders. Think carefully about the key messages you want the employee to take away, and structure the meeting accordingly. Ensure you schedule the meeting for long enough to cover all the areas you need without having to rush.?
3) Be prepared
Give your employee plenty of notice of when the meeting is going to be. If you both have packed diaries, liaise with them to find a time that works for both of you. Book a meeting room or find a quiet part of the premises where you won’t be disturbed or distracted.?
4) Prioritise your people
Try not to cancel or reschedule the review meeting unless it is completely unavoidable. Think about the message it sends to your team if you de-prioritise their meetings when they have spent time preparing – they will be waiting for your feedback.?
5) Remember to listen
A review will be most valuable and impactful if it is framed as a discussion between you and your employee. It’s important that you both take the time to prepare, and know what you want to say – but you should also be prepared to listen to their feedback and input.
New government, new rules
What does a Labour government mean for your business??
The new government is of course in its very early days, but in its manifesto the Labour Party stated that it would be implementing its employment plan, which you can read in full here.?
Here are some of the main points:?
So soon after the election it remains to be seen what will actually unfold, but if there’s anything mentioned here you’d like to discuss, please give us a call on 01449 708999 or email [email protected].
Simple Steps is simply the answer!
How our toolkit has made life easier for one Norfolk entrepreneur?
Whether you’re taking on your first or your thirty-first employee, our Simple Steps toolkit makes sure you have everything you need – from legal requirements to advertising, and onboarding to probation. If your business is expanding and you’re taking on new staff, Simple Steps is your go-to template to make sure each hire goes smoothly.?
“It’s been a real relief to have the Simple Steps toolkit … to use as a framework,” says Ben Mckinney, owner of window-cleaning specialist Clean Norfolk and copywriting agency Copy or Die. Ben employs permanent, contract, and freelance staff, and he’s been able to use Simple Steps in all cases. “I highly recommend it if you’re employing someone for the first time,” Ben explains, “or if your business is growing and you’re thinking about taking on staff.”?
CLICK HERE to hear more from Ben.
If you’d like to try Simple Steps, please get in touch and we’ll get you started. Give us a call on 01449 708999 or send us an email.
We’ve covered a lot this month! If anything in this newsletter has inspired you, we’re here to talk through ideas. Give us a call on 01449 708999 or email [email protected]. And if inspiration strikes in the middle of the night, our website is here for you 24/7 and is packed with helpful blogs covering a wide range of issues and advice on people matters.
Take care,
Jo