What is the Purpose of Appraisals in Your Organisation?
After 16 years of working in HR, Sophie Bryan has found that appraisals are often used to keep evidence in case things go wrong, rather than to really improve staff performance and develop them as a person.
In this two-minute video from the 2018 Happy Workplaces Conference, Sophie asks, what would happen if your focus was to give feedback to your team in real time, and dig deeper with your questions – or if you scrapped the appraisals process altogether?
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Sophie Bryan has been working in HR for more than 15 years. Currently, at Ordinarily Different, she’s the managing director, culture coach and organisational development expert. Ordinarily Different pride themselves on putting the WOW into work – i.e. wellbeing, optimisation and willing.
Sophie knows a lot about coaching cultures and recognises there are many, many definitions. But her 2018 Happy Workplaces speech focuses on just three areas – curiosity, change and learning, and her belief that collaboration is integral to amazing work environments.
Curiosity, for Sophie, is about getting insight into what's happening with the people around you. To this end, she sees the common appraisal process to be entirely ineffectual. “The way we work appraisals is all about the process, it’s all about the policy, it’s all about validating and giving evidence for the way people perform in case things go wrong,” says Sophie.
Rather than regimented, biannual or yearly appraisals, Sophie advocates for offering performance feedback in the moment, as things happen. The former method shows a lack of curiosity – by sticking to procedure, opportunities to ask questions and learn what’s really happening are wasted.
“Curiosity for me is about using this appraisal process that we have to dig deeper and to ask questions and also give people an opportunity to share and review what’s really going on for them,” says Sophie. By moving away from paperwork and procedural trifles, we can grow our understanding of the real people we’re working with.
- 11 takeaways from the 2018 Happy Workplaces conference: read Henry’s blog about all the big ideas discussed at the 2018 Happy Workplaces conference
- Take The Happy Challenge – Henry’s challenges managers to make no decisions for three months
- The Happy Manifesto by Henry Stewart – click here to get your free eBook, full of great ideas for creating a happy workplace
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Next Conference: Happy Teams and the Buurtzorg Way
We are very excited to be partnering with Buurtzorg for this online event! If you haven't heard of them, Buurtzorg is a healthcare organisation in the Netherlands with over 15,000 staff that receives top marks from care inspectors and has a current patient satisfaction rating of 9.3. It's also been rated five times as one of the top places to work in the Netherlands. Why? Their staff is made up of hundreds of self-managing teams supported by regional coaches and a back office of just 50 people — with overheads accounting for just 8% of its total costs!
At this workshop from 10am to 4pm on 27th May 2021, you will hear from nurses and a coach working the Buurtzorg way in both Britain and the Netherlands. You will also be introduced to some of the techniques Happy uses for more effective staff involvement in decision-making.
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