by Nuture HR
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 eva@nurturehrconsulting.com.au
by Nuture HR
Social Media Policy and Reinstatment
A recent decision by the full bench of Fair Work Australia (FWA), highlights the consequence of not having all your ducks lined up when it comes to ending the employment relationship. In a recent decision by FWA, an employer terminated an employee due to the employee placing disparaging comments about a number of managers on his Facebook profile page. The company investigated the matter and determined that the comments made were offensive, derogatory and discriminating. The employee was subsequently terminated due to serious misconduct and the employee subsequently filed for unfair dismissal.
The matter was reviewed by FWA and FWA determined that due to the factors listed below, the employee was not guilty of serious misconduct, there was not a valid reason for the termination of his employment and the termination was harsh, unjust and unreasonable. FWA ordered that the employee be reinstated and that he be compensated for lost wages (in the form of his ordinary rate) from the time he was terminated until the time that he is reinstated minus any monies he had earned during that period and minus the money he was paid in lieu of his notice.
Resons provided by FWA for reinstatement and compensation
- the employees length of service & age
- his lack of understanding about social media and belief that his setting were on the maximum privacy settings
- the low probability of him coming into contact with the managers he had made comments about
- the employer’s lack of social media policy
- the lack of action against other employees regarding their derogatory comments about the managers on Facebook
- the employees regret of the situation
- the conduct occurred outside of the workplace
So what can we learn from this?
From the above case, it becomes apparent, that as an employer you need to consider all angles and if you are considering terminating an employee you must factor in how you have treated other such employees in similar or the same circumstances. It also highlights the need for organisations to have in place a current, easy to comprehend social media policy to prevent costly instances such as this from reoccuring in the future.
For more information on developing an effective social media policy please contact eva@nurturehrconsulting.com.au
by Nuture HR
By understanding how your behaviour, actions and emotions impact others you are better able to identify and address how those around you will be impacted. As a leader, this is critical in increasing your effectiveness. To do this the following tips are suggested:
- Understand your natural leadership style
- Increase your awareness of your leadership style in your day to day work versus times of pressure
- Understand your strengths and your development areas
- The ability to adjust your leadership style to the situation and individual or group you are working with
- Be open to constructive feedback
- Reflect on the good, the bad and the ugly when it comes to your leadership skills!
- Learn from your time of reflection and adjust your behaviour accordingly
For a confidential discussion on how you could improve the leadership skills within your business contact eva@nurturehrconsulting.com.au
