As many as 93% of Dutch employees are not satisfied with the current cycle. The traditional cycle is often disconnected from daily practice and uninspiring. Employees have no responsibility and goals are imposed by the organization or managers. What you do want is to put people first! In this blog we tell you why it is so important to renew your HR cycle, so you can get started right away!
1. Managers are not engaging with employees on an ongoing basis
We often see it: employees who set goals very enthusiastically at the beginning of the year, but then don't look at them for the rest of the year. Until the end of the year, when an evaluation has to be made. During this annual evaluation, points emerge that could have been improved if they had been discussed in the interim. So instead of discussing this once or twice a year, it is something you would want to give continuous feedback on and be continuously aware of. You don't say to a child three weeks later "well done!" either; you want to do that naturally in the moment. You want it to be a collective process in which both employee and manager are responsible. So you don't want to judge how something went, but discover together how it can be done better.
2. Staff is dissatisfied
If your employees are unhappy with the manager they have or feel that they are never listened to, it is incredibly important that this is identified in time. By revamping your HR cycle, you prevent these problems from being covered up and you can take actions that ensure you can retain these colleagues.
Second, organizations often don't know how to retain top talent, even though this is crucial for your organization to grow and perform. After all, competitors are lurking and constantly looking for your best people. By regularly challenging your top talent and setting realistic and motivating goals with them, and then incorporating them into the new cycle, you will keep them motivated and ensure that they continue to grow in the way that works best for them.
3. The current approach is the same for everyone and not personalized by target group.
Today, organizations are set up very differently than before: there is more agile, more working with teams from different departments, and projects are more diverse. Employee groups are becoming more distinctive in practice, in which other motivations come into play. This is very different again for a practice-oriented profession than for someone with a knowledge function. Therefore, you cannot lump an employee's motivation together: every person learns differently and values this differently. If you want people in your organization to enjoy their work, you must meet their needs. And these needs are different for each person.
4. The current HR cycle is incapable of allowing people to develop
Basically, judging is often something where you look back at a period of time that you can no longer do anything about and what didn't go well. This is not inspiring growth and development at all. Instead of focusing on things that went wrong, you want to focus on what is successful and reinforce that in someone. Instead of looking back, you want to look forward and work in a developmental manner. You also want to look wider than just at the results during evaluations. Competencies and behavior are all the more important here!
5. Employees have no responsibility.
The research shows that employees find it extremely important to have influence on how they do their own work. In addition, employees indicate that they are not given enough space and freedom to take control over their development. By placing more responsibility with employees, employees can make better use of their talents and are a lot more satisfied.
How?
You now know why it is incredibly important to revamp your HR cycle, but how do you go about it? In the webinar 'stop judging' we tell you in 8 steps how you can move to cycle with development and growth.
Webinar: stop judging
In this webinar, we will take you through 8 steps to an appropriate, new annual cycle where employees and managers are in continuous conversation.
