“The quality of our performance appraisal was not satisfactory. We did not get reports that added value in our evaluation of the employees and the process was in general demotivating for leaders and employees.
When asking our leaders in a survey, one outcome was that they felt uncomfortable providing performance appraisal feedback. Also, many managers want to be better at driving individual development and performance but were lacking tools to do so.”
By providing the leaders with an aligned process and a speaking guide (cue cards) a valuable development conversation can take place and a new forward looking performance process can be established.
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