Are your employees contributing to your business success?

How do you know if your team is actually achieving tasks that are in line with the strategic objectives of your business? Do you measure a new employee’s performance from day one? Do you have induction follow ups, weekly catch ups, quarterly reviews and undertake annual appraisal and development reviews?

As everyone knows, what doesn’t get measured doesn’t get done... make sure you know how every member of your team is performing and how they are contributing to the business. If they are performing well, recognise this and reward them; if they are not performing well – together look at where improvements can be made.

How can you measure performance?

Top tips on what to measure and how – know what you want your business to achieve and align the skills, knowledge and experience of your team to achieve results, then measure your successes and importantly the failures – therein lie many lessons!

Top ten tips on measuring performance

Performance appraisals

Last month we gave you a full overview of how to use a performance appraisal to develop your team, this month we have provided you with a sample of ‘features’ which we would expect to see in an effective performance appraisal process. This is an abridged version of the format our clients use. The forms are based on job descriptions and person specifications for each individual employee within a business, which of course are aligned to the overall business objectives.

Sample Appraisal and Performance Development Plan

What to do when things go wrong?

At some stage every employer needs to handle a disciplinary matter or poor performance issue within their business. Read more on what actually constitutes poor performance, misconduct and serious misconduct.

Performance management – Employees Behaving Badly?

Pod’s poll

Last month we wanted to know ‘Do you believe that ongoing professional training is the responsibility of the employer or the employee? 60% of respondents said the ‘employer’ and 40% said ‘both’.

Interestingly, commentators on this subject often state that employees are building a portfolio of skills and experience that are transferrable throughout their career. Therefore, if an employee knows that a certain course may enhance their career opportunities, perhaps it would be in their interest to pay for the course themselves.

Conversely, if an employer wants to stay at the top of their game, developing the skills of their team may be crucial to their success and their investment would be paying for the training and of course retention of key employees.

This month we want to know ‘Do you measure the performance of your employees?’ Yes or No

Pod’s poll

Approachable Lawyer

This month we wanted to give acknowledgement and thanks to Michael at Approachable Lawyer. We are fortunate enough to be members of the Approachable Lawyer ‘hotline’ which means our clients also benefit from this arrangement and Michael’s expert advice. We get access to the Secret Library which contains articles and templates for a whole spectrum of legal situations that an employer may face. We also have access to Michael through the hotline itself, which means he quickly responds to any ‘issues’ that our clients may encounter… very reassuring for all parties.

How to get trusted advice without the 6 minute billable unit

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Pod Consulting – tailored HR solutions for your business