Services / People + Culture

Performance management is the process of setting performance expectations. It involves regularly monitoring and evaluating an employee’s performance and providing feedback and coaching to support their development. It‘s important because it helps to align individual and team performance with their overall goals and objectives, identify and address performance gaps and improve overall productivity and organisational effectiveness. 

A performance appraisal is a systematic evaluation of an employee’s job performance. On the other hand, a performance review is a more informal and ongoing process of providing feedback, coaching and communication between an employee and their manager. A performance appraisal is typically conducted annually, while performance reviews are more regular [often held quarterly or half yearly]. 

The role of HR in performance management is to ensure that the process is fair, consistent, and aligned with the organisation’s goals and objectives. HR may also provide training and support to managers on how to effectively manage performance, develop performance management tools and systems, and monitor and evaluate the overall effectiveness of the performance management process. 

Organisations can improve employee performance by setting clear performance expectations, providing regular feedback, coaching and recognition, and offering opportunities for development and growth. Incentives and rewards can also be used to motivate employees and reinforce desired behaviours. 

‘People and culture’ refers to the values, beliefs, attitudes and behaviours that define an organisation and shape its work environment. It‘s important for an organisation because its culture can have a significant impact on employee satisfaction, engagement and performance, as well as the overall success of the company! 

The culture of a business can have a significant impact on employee satisfaction and engagement. A positive and supportive culture can increase employee satisfaction, foster collaboration and teamwork and improve employee morale and motivation. . Whereas a negative or toxic culture can lead to high levels of employee turnover, increased stress, low morale and decreased productivity. 

A big part of the role of a business’ HR manager is to make sure that the values, beliefs and behaviours of the business are aligned with its mission and goals, as well as whether they are being upheld by leaders and employees. The plus side of having a HR manager on your team, is they can also provide training and support to other managers on how they can create and maintain a positive culture, as well as look out for and review the effectiveness of the business’ culture. 

HR can help foster a positive work environment and employee morale by promoting open and transparent communication, professional development opportunities and creating a supportive and inclusive culture. HR can also provide resources and support for employee wellness, recognition programs and other initiatives that promote employee engagement and satisfaction. 

Common HR practices for attracting and retaining top talent include offering competitive compensation and benefits packages, providing opportunities for professional development, fostering a positive work environment and offering flexible work arrangements. HR can also engage in talent management and succession planning to ensure that the business has the right team on board.   

HR are an essential in any business, especially a business’s success! They are responsible for recruiting and retaining employees, ensuring compliance with laws, providing training and development, handling conflicts and designing fair compensation and benefits packages. HR is important because it manages a business’s most important asset – its people – and helps the business succeed.