Talent retention - pitfalls and solutions

Pitfalls to avoid during an appraisal

1. The main purpose of setting up the process is to allocate employees' annual salary increases
2. Managers have received no training on the process and how it works
3. Managers have received no training in the art of providing feedback, or in how to coach
4. Employees received no training or information sessions on the appraisal process and their involvement in it.
5. The form is complicated to fill in, and the ratings are calculated using clever mathematical formulas.
6. One (or two) annual meetings take place between the manager and the employee as part of the process.
7. There is no discussion of the employee's skills development or career aspirations.
8. Managers manage this process as a to-do (to be disposed of as soon as possible!), imposed by the HR team (or person in charge).

Do you realize that you've fallen headlong into these traps? You're not alone.

Are you having trouble recruiting the right candidates, and especially struggling to retain your employees? It's probably time to review some of your HRM practices.

Among the things you can do to improve your employer brand, reviewing your performance appraisal and evaluation process should be at the top of the list.

Here are a few tips for successful appraisals

1-Identify a leadership style to promote within the organization that matches your employees' expectations.

• Train your managers accordingly, so as to foster the adoption of this leadership model.
• Know what competencies are required for this leadership style, and recruit new managers accordingly
• Assess your managers' level of appropriation of this leadership style

2-Reconsider the main reasons for reviewing (or implementing) this process.

Here are a few examples:

• To ensure that employees succeed in their role and are happy at work
• To prioritize skills to be developed
• To discuss career ambitions and/or professional interests

3-Involve managers and employees in process review discussions (review committee).

4-Offer training workshops and/or information sessions on the process.

• For managers
• For employees

5-Evaluate employees on an ongoing basis (not just once a year); provide regular feedback and support them in their professional success.

We hope these few ideas inspire you... and wish you every success in improving your HRM practices!

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