121. Why You Should Dump Your Performance and Managment System with Prina Shah
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Is your performance and management system enabling or disabling conversations to happen between managers and employees?
Is your performance and management system optmising your culture?
Truth is, many performance and management systems are not filling the needs of all of the above and are often a system that is placed by human resources in order for them to:
- Track the completion rates of your performance plans.
- Track the development plans to link in to their learning and development.
- Report to the Executive on areas which are not complying.
Instead of such an honourous tool, why not consider another way?
Listen in to what I have to share and let me know what you think...
If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch with Prina Shah today.
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Prina (Helping you find GREAT ways to change your workplace) Shah
Hello and welcome to this episode of Ways to Change Your Workplace with myself Preena Shah, where we uncover today how you can find ways to optimize your organizational cultures.
SPEAKER_01Here is one way to make your organizational culture very accountable and is gonna save you thousands of dollars or thousands of pounds or thousands of whatever your currency is. I put my hand up to being one of those HR people when I worked in corporate land who implemented all of these performance and development tools and processes and this and that. It's the biggest pile of crap. Because of the fact that you as an organization are stuck with this system which is not fit for purpose. The other thing I also come across regularly is the fact that employees say that they're not getting feedback on a timely manner. So, hey, scrap your performance and development official system and implement an organic system of regular check-ins, one-to-ones, and actual conversations that managers have with their employees to give feedback and to receive feedback. It's a two-way process. Consider it because a lot of organizations are spending wasting, in fact, lots of money on these newfangled systems and processes for performance and development when you don't really need it. How good was that episode? If you liked it, be sure to share it with a couple of other people. Also, in the show notes are details about my newsletter. Keep in touch. I send a newsletter out around once a month. It won't be spammy, it will be very practical. And if we're not connected on LinkedIn yet, we must be connect with me on LinkedIn. And on Instagram, I am prina.sha. I will see you somewhere else or in the next episode. Until then, goodbye.