What is the new assessment?
The new form of assessment is one in which the focus is on talent and development. The traditional annual HR cycle usually consists of three conversations: the planning conversation, the performance conversation and the appraisal conversation. During these conversations, goals are set and monitored. At the end of the year you assess the employee against the set goals.
Old-fashioned and far too task- and performance-oriented, we think. But not only us. The conclusions from a seven-year study by Kilian Wawoe (lecturer in Human Resources Management at the Vrije Universiteit in Amsterdam) were already unequivocal in 2018: the standard annual evaluation of employees by managers is demotivating and has no positive effect on performance.
More and more companies are realizing this and are switching to the new way of evaluating, where the focus is on talent and development rather than on mandatory goals and 'condemnation', as some are inclined to call this form of evaluation.
From employer to coach
The manager in the modern HR organization takes on much more the role of coach who stands among his employees instead of above them. The ambitions and needs of employees are taken into account. Continuous coaching on the shop floor and giving targeted and motivating feedback replace the three annually recurring mandatory 'talks'.
By choosing a personalized, tailor-made assessment you invest not only in the future of your employees, but also in that of your entire organization. Employees will experience much more freedom and autonomy in their work through the new way of evaluating. They feel heard in their ambitions, which makes it far less likely that they will apply elsewhere. By investing in your employees you keep them on board and motivate them to deliver ever better performance. And that is precisely what makes this investment absolutely worthwhile!
Designing a modern HR cycle
Designing a modern HR cycle with the new appraisal, how do you go about it? Are you, like us, convinced that modern HR is the future? Then the time has come to stop the annual ritual of performance and appraisal conversations. The following steps will help you design a modern HR cycle:
Investigate the bottlenecks in your current HR cycle
By zooming in on how things are going now and (having) an organizational analysis carried out you gain insight into where the problems are, what causes them, and what needs to be changed to become successful in performance management.
Ask for feedback
A shift to a new and improved HR cycle model naturally starts with input from the people it's about: your employees. Draw up a questionnaire and ask for feedback: that way you'll find out most quickly which changes are important and meaningful.
Draw up a personal action plan
Based on the organizational analysis conducted and the feedback from employees, a concrete action plan can be drawn up to achieve a better HR cycle for your organization.
Focus on the employee journey
The new way of evaluating is about a continuous positive employee experience and the path employees take within an organization. The higher this positive experience, the higher the work productivity and loyalty of your employees. And that is the ultimate goal: an optimal employee journey! More posts
