When times are tight how do you reward commitment, excellence and going the extra mile? Come at it with a more rather than a less mindset.
More significance. Recognition and compensation should mean something, otherwise you’re wasting precious resources. How do you create a safe space for people to share their feedback?
More flexibility. During the pandemic, hybrid working allowed for greater work/life balance for some. Others couldn’t wait to get back to office life. This should be about what works for everyone and accountability should flow both ways.
More thought. Ensure that equality, diversity and inclusion aren’t lip service. Don’t make assumptions and listen in with care.
More individuality. Move away from the idea of an employee proposition towards a culture of employee experience. It has to be human-focused or it won’t work.
So the conversations you should be having during performance review season are the ones you should have been having anyway, namely what do your people want?
Rather than seeing this as a frustrating time, why don’t we see this as a golden opportunity to explore new ways of keeping our reports engaged, fulfilled, onside and most of all feeling like a valued member of the team?
Have a great day