And what do you do?

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I have just returned from a holiday and have been musing on what I think is a common scenario when meeting people abroad, or come to that in any social situation.

The opening question is often ‘And what do you do?’…..as with many people, I waiver between having a ‘Elevator Pitch’ response to hand, which is slick and short, and trying something more elaborate and descriptive.

“We are a provider of online solutions to HR departments” went one response….then “We are a leading provider of tailored on-line performance appraisal and 360 Degree Feedback systems”….they didn’t feel right…

So I thought some more, and considered the analogy of the man who goes into the hardware shop to buy a drill…..he doesn’ t want a drill, he wants to make a hole in the wall…furthermore, he doesn’t just want a hole in the wall, he wants to put a nail in the wall so he can hang a beautiful picture….

Likewise, our clients don’t want a 360 degree appraisal system….they want to get feedback on employees….furthermore, they don’t just want the feedback for the employee, they want the employee to use the feedback to have a conversation with their line manager or coach to decide what they can do differently or skills they can develop….and finally they want that development to help the organisation perform better as a whole….

So, what do we do? We help organisations perform to the best of their ability by helping them develop their people in the right way…..now that’s a picture worth painting…..

John

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It’s not about the software in Performance Appraisals

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I caught sight of another recent survey which was looking at successful initiatives within organisations which were believed to boost productivity.

Training for Managers was highest on the list, closely followed by performance management - this is a theme I have seen emerge in many surveys, and again highlights the critcial role of this managerial practice as a means of ensuring employees work to the best of their ability.

As with 360 degree feedback though, doing it is one thing, doing it efficiently through the use of web-based technology is another, but doing it effectively requires a mindset whereby managers realise that good performance management isn’t just an annual review, or a form filing exercise, but rather a series of meaningful conversations with their team members that allow them to explore how they could improve, change and develop to maximise their contribution.

John

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