I am surprised by the change in my staff as a result of starting a formalised objective setting and review process. We have not even finished and the change in her is remarkable. All we have done is come to an agreement on her job description and how the formalised objective setting and review process will work. She is beginning to take things over from me without being asked. She is also showing good signs of working independently.
In a previous blog post the majority response was don’t formalise staff appraisal. Do it as and when. This is fairly typical of small practices. Reasons given were lack of time, too formalised and so on. I respect this opinion but do not agree with it. Clearly it works for some people. On reflection this is not the way I want to go.
If properly thought through and applied formalised staff objective setting and review process is vital. It enables:
- Both parties come to an agreed set of objectives through discussion
- Set a time to review the objectives on a regular basis and of course provide help and support where staff is having difficulty. Also where necessary revise those objectives.
- In the worst case scenario where it becomes a disciplinary matter there is clear evidence that a review process took place and it is evidenced. If the case goes to an employment tribunal, a business would have firm ground to say it went through due process.
Formalised objective setting and review process is hugely time saving. Misunderstandings are avoided since expectations of each party are put on the table discussed and clear objectives agreed.