Managing My Own Feedback
Here’s a novel idea – why don’t staff manage their own performance feedback?
Yes, it’s true, people can be empowered to manage their own performance feedback. I know because I had my teams do this some time ago with great success and the idea has been catching on a lot lately.
Apart from the benefits of time saving for Managers there are numerous other benefits. How often have you moaned or heard moans of unfair appraisals, lack of clarity or quality of evidence used to appraise performance or the lack of understanding about the job being done?
Well you can change all of that and gain better performance too. You will be amazed at how creative teams can be when they have to find ways to measure their own performance against outputs!
WHY GO DOWN THIS ROUTE?
First benefit – improved team working as the team work together to come up with ideas for measurements. They also feel a sense of team responsibility to make things work as part of the outputs should relate to team performance which they would be measuring!
Second benefit – increased trust (never underestimate the importance of creating genuine trust). This comes with the team finding that there are no hidden agenda or nasty shocks at review time.
Third benefit – the team feel truly empowered to change working practices to achieve better results but without breaking any rules (at least not the ones that can’t be broken!).
Fourth benefit – Everyone gets a very fair appraisal which needs a lot less management time in monitoring work and preparation. There are fewer issues over non-performance – mainly because they are the ones providing the evidence of negative as well as positive performance.
Fifth benefit – A big cost saving in management time and effort whilst increasing performance results.
HOW IT WORKS
o Individual access lets team members gather feedback about different aspects of their performance.
o Information gathered by a team member can only be viewed by that team member and their team leader/manager.
o One team member cannot see any information about another.
o Each team member has their own unique password access.
o Each team member can seek feedback about different aspects of their performance. This can be used as part of any performance review meeting.
o The team leader/manager/HR can create core templates to be used, if required.
o Automated chasing for outstanding responses whilst still protecting anonymity of responses
o Automated analysis and reporting
o Trend tracking capability to measure performance over time
Feedback can include any of the aspects from the list below:
A product or service provided From internal or external customers
Views on a planned change or new idea From customers and colleagues Effectiveness of any training delivered From delegates Performance against competencies From manager, peers, direct reports, customers
A group licence only costs £995 + VAT per year no matter how many people are involved or how many feedback surveys and reports are issued.
For more information or to arrange a free demonstration/trial contact us