As expert consultants, Talk Staff Group know the intricacies of employee performance and development. Whether an individual is performing at their best can be a critical factor to the success of an organisation.
Gone are the days of assessing performance on an annual basis, with more companies find ways to guide the development of their employees on a more frequent basis, such as monthly or once per quarter. By setting overall goals and objectives over a period of time, this can drive accelerated growth.
Range of industries
& New Media
3 ways to develop employees
Taking the time out to collaborate and identify key areas of development is the most important first step. Discuss areas of interest and set out career goals, ensuring the conversation is steered around the employees own roadmap to their own success.
Through realistic, stretched and quantitative metrics you’ll be able to put key performance objectives in place that will give any employee a high sense of motivation and achievement. Measuring performance progress on a regular basis help drive accountability and ultimately drive engagement.
Companies across the world have been ditching annual appraisals and replacing them with more regular feedback, helping steer the direction of their employees inline with business needs. Feedback doesn’t necessarily mean criticising or disapproving, instead recommendations should be focused around the improvement and development of the employee.
Our experienced team will work with you on:
- Performance management models
- Competency and capability frameworks
- Embedding vision, mission and values
- Employee relationship management
- 60% of managers that recognise performance see higher engagement