The annual performance review can be an excellent lever for employee commitment if it is well prepared and conducted.
However, these important moments of exchange are too often dreaded by employees.
Ill-prepared, too focused on the past, an exchange that only goes one way…
Why improve annual performance reviews?
Improve the way your annual performance reviews are conducted, and use them as a lever for commitment. And the benefits are many:
- Reinforce employees’ sense of belonging to the company by showing that they are taken into account and that their work is appreciated.
- Improve employee retention, as engaged employees tend to stay with the company longer.
- Communicate the company’s objectives and ensure that employees clearly understand their role and responsibilities.
- Align the employee’s goals with those of the company, and reinforce the employee’s motivation to work towards these goals.
- Contribute to improving the performance of the employee and the company as a whole.
How do you set it up?
Here are a few tips for redesigning your annual performance reviews:
- Link the interview to professional development objectives
- Make the interview a two-way dialogue
- Give feedback and encouragement
- Define clear action plans to be implemented during the year
Transforming the annual appraisal interview into a lever for engagement means seeing it as an opportunity to facilitate communication between employees and employers, foster professional development, and encourage employees to invest themselves in their work.
