Looking for Ideas & Approaches for Employee Development
(This came to me from a VP of HR - Steve)
We haven't seen performance management work for a variety of reasons. People cite that they don't have time. They feel the forms and our platform are cumbersome and don't translate between roles and departments. Supervisors and employees drag to get them completed and feel they're a drudgery.
We've looked at check-ins too, but we're already hearing the grumblings that this is a performance management system in disguise.
We want to have a method that's a template to drive conversation on an ongoing and regular basis for individual development. I wanted to reach out to see what others are doing where you're finding success.
Thanks for any input you can share.
2 replies
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You're on to something, Steve. I implemented something similar at a past employer, and we were able to correlate consistency of development discussions with high engagement scores. I took the same approach to my next employer and replicated the engagement improvements. The key was in the tools and resources we developed for managers. I'd be happy to share more if you want to discuss.
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A lot of organizations struggle with the same issue, once performance processes feel heavy or formal, people tune out. What usually works better is a very simple, repeatable conversation framework that focuses on development rather than evaluation. Some teams use a light tool just to keep those check-ins organized without adding complexity.