It's time to check-in...
"People don't leave companies - they leave managers."
MHR’s ‘Talent Check-ins’ are a great tool for solidifying the relationship between managers and employees – by working in conjunction on personal development, both parties feel heard and know they are doing the right things.
The iTrent Talent Check-ins functionality enables organisations to enhance their performance appraisal processes, by making them more accessible and part of everyday working. By doing this, issues can be dealt with straight-away, rather than worsening in the wait for an annual appraisal.
Real time check-ins provide managers with clear insights into their employees' wellbeing and performance, giving feedback straight away. Support and development opportunities are provided when they're needed, rather than waiting until annual appraisals; by which point staff may have become disengaged.
By avoiding disengagement and dissatisfaction, employees are happy, empowered and by receiving regular feedback, a culture of open communication is promoted.
Empowerment for Everyone
Employees can schedule and request their own check-ins, empowering them to take control of their own development and providing a platform to have ongoing conversations about performance, job satisfaction and wellbeing.
Engage your workforce and communicate over key issues, develop stronger relationships and ensure that employees feel supported to achieve their goals – doing this increases staff retention, meaning reduced recruitment costs.
iTrent Talent Check-ins can also be used for:
- Peer to peer feedback
- Team Check-ins
- One to one Check-ins
It’s time performance appraisals got a revamp – Talent check-ins are a framework used by employees and their managers to book conversation when they are needed – not on an arbitrary date. By deciding on the right frequency and format for meetings, issues are dealt with before they fully arise.
Performance Management in the 21st Century
Are you paying £2700* per employee each year to disengage them from your organisation?
Many organisations like Accenture and Adobe are realising that the annual performance appraisal process no longer fits their business model and is having a negative impact on employee engagement.
In the first of a series of articles, Julie Lock looks at why we need to ditch annual appraisals, why they don’t work anymore and what damage they cause, as well as offering advice and guidance on how to successfully manage performance.
54% employees state their annual appraisals are 'pointless' or 'time-consuming'
- YouGov research commissioned by MHR