Perfect Performance Reviews
As you’ll have read in my journal, I keep running into HR problems. However thankfully our stores are busy selling over Christmas and New Year so my manager Chris has suggested that a good project for me to take on over the December and January period is to redesign the performance review process. The fact we have lots of managers saying they have poor performers could mean our system isn’t working.
What do we need the system to achieve?
For our Funky Town retail stores the system needs to be really simple and quick to use. We do have mystery shopper reports and store standards in place, and 7 steps of selling that all need to tie in. Our incentive scheme is linked to sales only, but our performance review system should be capturing what people’s strengths and areas to develop are.
For our Head Office we have a huge variety of roles – finance, marketing, the buyers, IT and of course HR. Some managers in Head Office have set some goals for employees but they are not SMART and not enforced.
Then we also have our Distribution Warehouse that pick and send out stock to the stores. We haven’t had any performance system in there at all before.
I’m not really sure where to start. What systems are out there I could use? Do I have different systems for different areas of the company? What goals should we use? We have some skills and experience listed in our PD’s but should be reviewing people on these? Arrgh I need help!!
Post your advice as a comment below. In the February issue of the HumanResources magazine we’ll publish the best answers and see what Flora does.