Intelligent Appraisal
The performance review conversation becomes intelligent when the dialogue is based on the individual employee’s personal profile and feedback. Suddenly, the conversation becomes dynamic and we ensure that the dialogue is centred around the current status. Intelligent SDD helps managers address the right topics and challenges by focusing on the individual employee’s development potential. We call this natural and data-driven HR development.
The option to do performance reviews and follow-up interviews 1-2-3-4-5-6 times a year – the number that suits your organisation and development needs. Focus on the unique talent, strengths and preferences of the individual employee via questionnaires with scores and comments. Four key themes that are essential for getting around the employee professionally and personally. The manager has a cheat sheet to help them elaborate on the answer with additional questions.
This is what IPA Nordic experiences with the performance appraisal interview
What most often causes performance appraisals to be watered down, making them practically worthless and a waste of time, is the fact that it has become an annual ritual – a ritual for the sake of a ritual:
- It has become an annual ritual – a ritual for the sake of ritual
- The employee doesn’t prepare
- The manager doesn’t know what to do
- We treat everyone the same by using the same form for all employees
- And there is no follow-up
- It’s about being able to tick that the SDD has been held
41%
see SDDs as worthless
27%
describes the latest performance review as a “gossip for a gossip’s sake”
53%
do not feel that the SDD interview develops them professionally
32%
misses focus on personal development
23%
felt there has been too little focus on future work tasks
Get IPA Nordic to give a motivational talk on Personal Profiles
We focus on communication and personal profiles. Using personal profiles as a starting point, we talk about why communication can be so difficult. Throughout the lecture, you will gain a better understanding of how different employees’ personal profiles receive communication.
