Design HR Process and Templates

WHY The traditional performance management process with an annual appraisal and ratings along a forced distribution doesn't work. Why? 1. It's not a fair or consistent process 2. Performance isn't something a leader can 'manage'. There are many things that impact someone's performance such as their relationships with their manager, their colleagues and their mental health HOW We're re-defining performance management. This means a new approach and a new process. As part of this re-design we want to develop new templates for employees to establish their objectives, refer back to them regularly and give on-going feedback to their colleagues. Research tells us that we can measure the health of relationships, teams and even organisations by the average lag time between identifying a problem and discussing them. Through this collaboration, we aim to develop templates and guidelines to create a culture of trust where colleagues feel safe to have these important conversations.