Clunky Systems, In-the-moment Feedback, and Line Manager training with Chief People Officer, Tom Blake

Do your line managers feel entitled, comfortable and confident to have performance conversations? Or just awkward? Procrastinating? Afraid to say the wrong thing? As we discussed on our podcast recently, lacking confidence to have a performance conversation is a common phenomenon!

Appraisd’s CEO, Roly Walter, spoke to Chief People Officer, Tom Blake, about getting your managers equipped to have the right conversations. Here are some key takeaways from their discussion.

You can watch the full episode here: https://www.appraisd.com/podcast/navigating-performance-management-performance-management-trends .

Clunky old processes

Ten to 15 years ago, we saw lots of companies implement comprehensive but cumbersome performance management approaches that in reality had governance rather than people at the centre! Back then, we became convinced we needed these to manage properly, but these clunky pieces of software (and their related workflows) came with unintended consequences. Some companies are stuck with these systems to this day, but even so, HR can cultivate a process that is much more flexible and human-centric by working with line managers.

Not a paperwork exercise

A way to think about your performance management process to make it less onerous is that it’s not supposed to be a paperwork exercise! An effective performance management process is a people process. Think: more flexibility, in-the-moment feedback, forward-looking as opposed to retrospective, empowering to managers.

Line managers need confidence

With so many accidental managers it’s important for them to know what a performance conversation is and how to start one. Especially since with the generational shift there is more demand for, and more expectation of, feedback it’s vital that managers are trained. Talking to people is a skill and there is a skills gap which HR can help to close with targeted training. Without it, many managers are afraid to say the wrong thing – so they end up saying nothing! Which is a missed opportunity for the individual and the business.??

What is a performance conversation?

Even a short conversation can be a performance conversation and this is something that managers need to be aware of and intentional about having. For example, asking how a presentation went – you focused on a task, asked how an employee felt about it, elicited some information, invited the employee to reflect and offered a way forward. Even if this is five minutes long, it is a performance conversation and is part of the bigger picture of building a performance culture.

Watch the full episode with Tom Blake

Enjoyed the highlights? Watch the full episode here: https://www.appraisd.com/podcast/navigating-performance-management-performance-management-trends And, to learn more about Appriasd, talk to us ??