We love podcasts here at Halogen. They're a great way to learn on the go (I'm partial to listening to them on long car rides). When I'm not listening to sports, comedy, and history shows, I like to flex my talent management muscles and listen to some great HR podcasts (here's a list of five of our favorites).
Recently, our own Anita Bowness was interviewed for a great podcast called HR Works, which is produced by the talented folks at HR Daily Advisor. In this episode of HR Works, Anita talks about how to bring out the best in your employees through performance coaching.
Here are some of our favorite highlights and quotes from the episode.
Challenges of a traditional annual appraisal
Right out of the gate, host Steve Bruce asks Anita about what challenges can arise when using a traditional annual appraisal.
The work that it takes to get an annual review ready and off the ground is quite significant for HR professionals.
Anita goes on to say that annual reviews exist in a single point in time, so they often suffer from a recency bias. Since goal progress isn't tracked throughout the year, there's little insight into employee progress along the way, and whether or not the goal is still achievable or even relevant.
The goal is to bring out the best in people
Anita explains how ongoing performance management helps bring out the best in people. In a nutshell, employees who meet with managers to discuss goals, development, and performance on a more regular basis have more opportunities to be successful and to grow and develop.
From a higher level, rather than the objective being to result in a performance score or rating, it's meant to bring out the best in people.
What model of performance management should an organization adopt?
Simply put, a performance management strategy needs to meet the unique needs of the business.
Understanding what objective, what purpose performance management serves in your organization and then aligning activities that will help you realize that outcome you're looking to achieve.
How can HR be better change management communicators?
If you fail to plan, you plan to fail.
Change is hard, especially when it comes to upgrading HR processes, so getting things lined up in advance is crucial. Define the
objective of the change you're making, know who is going to be involved and
what their role is going to be, and plan the change communication
around all those things.
BONUS Tip: What should HR think about if an organization wants to move away from annual reviews to more ongoing conversations?
At the 11:55 mark, Steve asks Anita about what advice she'd give to HR professionals if their organization wants to move away from annual performance reviews and adopt more ongoing conversations. Anita gives some great advice about coming up with a solution that meets the needs of the business and to think about what managers may need to help them become better performance coaches.
And at 14:05, she uses a personal analogy from her experience as a spin instructor.
I realize I set the conditions for people to motivate themselves.
There are a lot of similarities between Anita's role coaching a spinning class and her role as a leader at Halogen. Ultimately,
both scenarios come down to creating an environment where people can be motivated to bring their best effort forward. When managers can use performance
conversations to better understand their employees, and understand their different motivators, the better they can then set people up for
Listen to the whole podcast
This only skims the surface of the 30 minute conversation between Steve and Anita. I highly recommend listening to the entire podcast. It's filled with useful, actionable advice you can use to take your talent management up a notch.