Culture change needed.

You're on a mission to drive culture change. You need the best tools in your hands.

Your performance management culture is defined by how managers treat employees and how people look after one another.

What's your performance management culture?

  1. Are ambitious people frustrated they can't get ahead in your organisation?
  2. Do the most senior people complete reviews and check-ins?
  3. How easy is it for an employee to give feedback to their manager?
  4. Are people secretive and wary at year-end review time?
  5. Do people bother to review objectives?
  6. Do people just pay lip-service to your check-in process?

If you've decided that something needs to change, Appraisd can be a powerful tool to encourage the transition you're looking for.

Performance management delivers culture change

Unlike other HR systems for absence tracking, expense filing or training, the framework you give managers to nurture and develop their team members is highly emotive.

Your performance management framework will involve components such as feedback, recognition, goal accountability, skills development, with implications on pay, promotion and responsibility.

Your performance management system is the primary means for you to communicate to managers how they should undertake these important tasks.

Big bang vs 2-year plan

A large-scale performance management and culture change programme can be a carefully orchestrated plan set out over 24 months. Or other organisations can take a "big bang" approach: all the changes in one go.

Big bangSlow burn
CharacteristicsTotal revamp. Introduce new concepts for the first time: feedback, OKRs, coaching etc.Gradual, iterative roll out, reactive to user feedback
EffortHigh level of sustained initial effort. Typically favoured by consultants.Lower level of activity, sustained over a longer period. Less suitable for interim HRDs
AdvantagesFresh, exciting. Good after a merger or round of redundanciesMore inclusive and democratic, will get greater buy-in from employees
RisksDanger of backlash or ignoring valid concernsPace of change too slow for the business, need to sustain enthusiastic champions over a long time.

Would you like to chat about culture change in your organisation? Get in touch.