The constant and evolving organisational landscape often sees organisations face a plethora of challenges to keep up, maintain relevance and competitive advantage. With Australia’s population ageing and facing retirement, a number of conflicts present themselves to the workplace including:
- Australian businesses are facing the task of retaining talent, maintaining knowledge, and key skills and subsequently performance and workplace productivity in a tight labour market and
- Age discrimination (unfortunately) is still evident, in particular during recruitment drives, with mature candidates often being overlooked for their younger counterparts.
It is an organisations best interest to ensure its leaders play a key role in retaining knowledge and skills from more mature employees, whilst recognising the benefits of hiring mature employees.
Some initiatives to do this include:
For further information on what your organisation could do to retain mature workers and reduce stereotypes, please contact Eva and her team via Email: email@example.com or Phone: 02 43 125 120.
What makes an effective appraisal?
Over the years, performance appraisals have moved from a supportive developmental tool to a “tick the box we need to get this done” assessment! So how do we get back to the grassroots of an effective appraisal?
Appraisals may be conducted in many formats, based on my experience and supported by research, it’s usually best to keep it simple! Appraisals provide an opportunity for employers and employees to provide constructuve feedback regarding those areas an employee demonstrates strength in versus those areas where an employee may require further development. The appraisal should provide a positive opportunity to discuss these areas and develop a plan to build on their strengths whilst addressing their developmental areas that have been identified. To do this effectively it may be worth considering:
- explaining what the appraisal is for i.e. it is a development tool
- scheduling a date and time for the appraisal and sticking to this – if your employees development is to be viewed as important you need to make time for them!
- preparing in advance for the appraisal and consider the ups and downs during the appraisal period
- provide an opportunity for the employee to prepare also to obtain the maximum benefit from the time you have together
- be open to feedback
- note and address development areas and take notes
- work together to determine a plan to improve the development areas or gaps
- add realistic timeframes to the development plan and ensure both parties review the plan at the alloted timeframes
- provide a copy of the plan to the emloyee
Remember developmental gaps may be addressed by a variety of means, however the key to unlocking an individuals development is to determine how that individual learns best, this is known as an individual’s learning style. Some of us learn best by observing, others by reading, practising the task, listening to others talk about it or a combination of each of these. Typically, we often expect others to learn the way we do,unfortunately if that doesn’t fit an individual’s learning style they won’t learn and hence that creates a cycle of frustration both for the person trying to learn as it does for the person trying to convey the information. So being in “tune” to individual’s learning style is very important if we are to see an individual develop and address their gaps!
For more information on effective performance appraisals and the associated best practice tools contact firstname.lastname@example.org