Blog list ...

Is your PDR system engaging and motivating?

Annie Ives talks to a Learning & Development global leader within the pharmaceutical sector about successful PDR implementation:

What were the biggest challenges you previously had with pdr's?
"In general, it is a challenge for most businesses to have 100% buy-in towards the value of participating in PDRs. The internal argument was often around the fact that they are not pay related and there is no benefit to doing them".

The L&D business partner confirmed that within their organisation, the negativity towards the process at all levels could be grouped into to three main area:

1. It does not feel beneficial to me as I often do not get the training I would ideally like.

2. I don't feel empowered by my manager so before I even have the conversation, I know it will just be a tick box exercise.

3. I don't get the financial reward I feel I deserve so it's hard to be motivated when I know even if I achieve all my objectives, it won't make any difference!

read more

The problem with Personal Development Reviews ...

So, when was the last time you got a promotion, and the reason given was “Well, we went through all your Personal Development Review reports and you are clearly the right person for the job.”

In reality, Personal Development Reviews (PDRs) don’t seem to count much for promotion. Neither have I ever seen PDR results quoted when applying for another job, either in support of the application or questioned owned about at interview. So, if a PDR isn’t about recording performance in order to get the next job, what is it for?

Annie Ives is a Senior Consultant with Goodfoot, and has solid experience building powerful Personal Development Review systems in multi-nationals.

Here at Goodfoot we did some informal research back in September and October 2016, here is what we found:

read more

Strength based conversations for great personal development reviews

Most of us are familiar with Pareto’s 80:20 guidelines; 20 percent of our effort produces 80 percent of our results. 80 percent of our problems are caused by 20 per cent of the issues. 80 per cent of sales come from 20 percent of clients. 20 percent of the pea pods in the garden have 80 percent of the peas in them (bet you didn’t know that one! I didn’t until I googled it!)

The Pareto principle permeates many aspects of life, and it occurs to me that it also often applies in our PDR conversations. 

read more

Delivering great personal development reviews

This is the time of year where you can't look anywhere without seeing Christmas themed isles full of enticing goodies! I recall seeing the first lot of Christmas treats back in late August - now that IS planning well for Christmas!

It got me thinking about how well in advance we plan for our own Personal Development Review conversations (PDR's or appraisals).  At this time of year, as business leaders, we encourage employee development plans which can help keep your talent pipeline full, whilst also providing your company with a valuable retention strategy. Reflecting and refining your internal development strategy for your employees will ensure they start the new year with a clear pathway that shows them how to increase their knowledge with a more expanded skill set, enabling your business to be a step ahead of your competitors.

read more

Can we measure staff performance?

I used to work with a guy (Miles – not his real name) who was very process-orientated. And that’s putting it lightly.  Miles wasn’t just on the spectrum, he was it.  In likes, taste, attitude to life and just about any other measure, we were diametrically opposed.

 Here are some of the areas where we clashed: 
  •  His obsessional attention to detail
  • My loose approach to keeping records
  • His desire to correct things to the Nth degree (though he would not have been as vague as to say ‘Nth’) 
  •  My moveable deadlines

 So, Miles’s fastidiousness drove me up the wall, just as I annoyed him hugely with my easy-going approach to detail.  (And ironically, with hindsight, Miles was in the right mostly, but there’s no danger I would ever tell him that.)

read more