FEATURE FOCUS
Appraisal Cycles
Appraisal Cycles - time for an alternative
Setting up appraisals can feel quite overwhelming in general and now, that most of the workforce is working remote, it makes it harder for employees to constantly be aware of what their employees are working on, achieving or struggling with. That’s why, the appraisal process needs to evolve from the year-end reviews to a more holistic approach that represents the new way of working.
In line with the OCD framework develop by Robert Mosley, we see appraisals being based on two things: tasks, which are all about what needs to be done (MSCs) and competencies, which we see as a change in behaviours needed over the appraisal time span.
Where tasks are assessed using monthly check-ins in Aura, competencies are being evaluated using our 360 feedback tool.
To start with, unlike in an office setting where managers can observe how people are going about their day, being remote makes it difficult to constantly be in the loop about what employees are working on and what they’re struggling with. That’s why the performance reviews need to be altered in a way that represents the globally challenging situation everyone experienced.
What it does:
Where organizations have implemented the OCD framework as a core HR practice, significant results have been seen in employee engagement, retention, and businesses’ bottom-line results. To date, this process has been recorded on paper or spreadsheets which can create unnecessary administrative time inefficiencies when documenting conversations with employees and calculating progress scoring.
This new approach to performance management and reviews creates a weightless approach to the management of your employee’s performance, allowing them to take the reins of their personal development and career, alongside the added benefit of providing your organization with real-time performance results by automating the end of the year appraisal process and reporting.
The OCD framework embedded into Aura encourages organizations to set realistic stretch goals that are specific and measurable. Implementing OKR’s can improve company-wide alignment, increase transparency, empower employees and supercharge progress.
360° Feedback
Employees can self-assess and request feedback from their managers and peers
Career Pathing
Our Career Gateway matches employees to internal roles based on their skills
Skill Gap Analysis
Helps employees pinpoint the skills they are missing to move into their next role
Development Plans
Employees target their training programs to develop the skills they will need in the future
What it does
- Appraisal cycles form the bedrock of performance management process.
- Composed of
- Tasks – operational tasks that need to be done.
- Competencies – change in behaviours needed over the appraisal time span.
- Tasks are assessed using monthly checkins
- Competencies are assessed using the 360 assessment tool. Competencies can be developed as part of one or more development plan in an appraisal cycle.
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