What is the new assessment?
The
review new
is a handy alternative to the well-known appraisal and performance review meeting. Just over fifteen years ago this came into being
HR cycle
which is still used to this day. This conversation cycle consists of a planning meeting, the progress meeting and the appraisal meeting. For many employers it seemed a convenient way to map out employees' personal contribution. However, there is no clear answer as to whether the appraisal meeting sufficiently motivates employees or leads to better performance. After all: these appraisal systems apply the same values, without taking into account the different qualities of employees. Such conversations are demotivating. To get the best out of their employees, more and more companies are choosing the new approach to assessment, in which the focus is on talent and development rather than on mandatory targets and appraisal.
Continue conversation cycle
Organizations that want to give a positive boost to the performance review opt for the new approach to evaluation. With a continuous conversation cycle you ensure that employees bring out the best in themselves and at the same time receive ongoing feedback on their performance. That is a challenge – and not only for the HR department. It is important that there is feedback from the manager, but also input from colleagues who work with the employee daily as part of a team.
Business economist Jacco van den Berg poses dat de manier waarop de performance review-cyclus tot stand komt, moet veranderen. Van den Berg doelt op resultaatafspraken en het aansturen van medewerkers op hun gedrag. Het is belangrijk om de dialoog aan te gaan op het niveau van de medewerkers, zolang het in lijn ligt met de missie, visie en waarden van de organisatie. Aan de hand van het nieuwe beoordelen kun je als organisatie structureel feedback geven. Zorg ervoor dat je het beoordelen wel een minder prominente betekenis of rol geeft. De prestaties en ontwikkelingen organiseer je in een gesprekscyclus met feedback, zodat de medewerkers doorlopend feedback krijgen op hun functioneren. Zo haal je het beste in je medewerkers naar boven!
How do you shape the new way of assessing in your organization?
Let the employee take ownership
Every employee within the organization is responsible for his or her performance or professional development. Make agreements during the planning meeting about the contribution they make to the organization.
Monitor the agreements made and the development
Keep track of whether the employee achieves his or her (performance) agreements. This can be done annually during the progress meeting and evaluation meeting. The employee keeps track of professional development based on the feedback he or she receives.
Performance review and ongoing feedback
The conversation is a moment where it to assess and the rewarding of an employee come together. Incidentally, this does not have to be a formal performance review. Also ensure that everyone within the organization can give and receive feedback appropriately.
