Year-end Top down Performance Appraisals?What about Bottom up Leadership Appraisals?
By Michael J Griffin
Four minute read
Year-end performance appraisals are a year-end SOP for many organizations. With a dramatic increase of quiet quitting, job hopping and fierce talent attraction competition, it would be wise to conduct appraisals on your organization’s culture, leadership competence and employee engagement. Culture Amp has recently conducted research on why people leave organizations. Here is a summary of what they discovered:
Yes, people leave bad managers, but it is not the number one reason people leave a company.
In “good” companies, managers make a difference.
In “bad” companies, good or bad managers make little to no difference to a person’s decision to leave.
Here’s what organizations need to know about keeping and engaging good people:
Management matters, but leadership matters more.
Culture Amp explains, "Although managers have a role in leadership, our data suggests that people have separate experiences with each of these groups." We found that leaders have a much stronger effect on employee commitment levels. Let’s look.
Intent to stay: The combined effect of Managers and Leadership
How managers lead is a very important factor on whether people stay or leave!
The second very important factor Culture Amp found is how the organization culture or “system” supports motivating, developing and engaging employees so they stay.
So how does this link to year-end “bottom up appraisals?” Most companies do not have a regular systematic process to measure their employee perceptions of organizational culture or the “system” that keeps them engaged and motivated. Secondly, companies may do a decent job of promoting their leadership competencies, but do poorly in determining how well their managers influence and lead up and down and across the organization.
Regular six monthly or at least yearly assessments of employee engagement and manager leadership competence are crucial barometers for attracting and retaining productive motivated employees. Collecting this data and using it to improve culture and leadership competence is a wise investment of retaining productive talent.
ELAvate has developed two world class surveys that support organizations to measure employee perceptions and motivation and managerial leadership competence. We have employed these surveys across Asia and North America with companies that want create healthy organizational cultures and grow world class leaders. Our clients that employ our surveys know that conducting secure confidential surveys build employee trust and show their people that top leadership listens to them to take actionable steps to improve. Here are the two surveys created by ELAvate and you can download the flyer that summarizes each survey and benefits to your organization:
The ELAvate Employee Engagement/Climate Survey. Download here.
The ELAvate Leading for Effectiveness 360 Degree Leadership Competence Survey. Download here.
The ROI on conducting either of these surveys is huge if your organization takes action on the feedback either survey reveals. Savings on talent retention, motivating teams, growing leaders and creating a more vibrant culture are possible payoffs.
If you want to find out more about each survey and how you may conduct either survey across your organization, contact me directly for a no obligation discussion and a review of sample reports of each survey. Take action by the end of this year to capture our 15% discount for conducting either survey!
Michael J Griffin
CEO and Founder ELAvate
Maxwell Leadership Coach
Assessment Expert