This summer, we've been focusing on 360 feedback in education, and why we’re dedicated to providing the perfect performance management tool for the education sector. This time we’re looking at what role 360 feedback and goal-setting plays in educating your workforce.
Yes—it’s important to think about and define the sort of organisation you are before you start the search for a new team member. And the core competencies you need from a new team member should colour every step of the recruitment process.
But the most vital, the most valuable, and the most rewarding thing your organisation can do is create and nurture a culture of learning.
Put simply, this is an atmosphere which encourages every employee to grow their knowledge and skills, and improve performance. A truly committed and successful organisation enables its people to do this continuously—not just when the annual review rolls around.
A culture that promotes and celebrates improvement is the perfect environment for cultivating candidates with the necessary core competencies and not much else. It’s where you can grow them into motivated team members with the skills they need to push your organisation towards business goals and beyond.
Giving your people the chance to skill up keeps them engaged in your business and its challenges—something that only gets more important in a workplace increasingly dominated by Gen Y, or Millennial workers.
Quarterly or annual reviews are an effective way to check in on how your team is doing. Setting goals that run alongside your 360 feedback review programme enriches the process. And readily offering the support your people need keeps your team’s achievements in line with your business goals.
Here are our tips for establishing and maintaining a workplace culture that drives employee performance and business success:
Picking up new skills prepares your employee for new roles and responsibilities in your company. Identify goals which feed directly in to developing their career and your business aims, and make sure your employee understands why their goal is a positive and valuable step for them and for your organisation.
It’s crucial that you have a full understanding of each goal you set, and that your employee has a good understanding of their aims too. From the moment a goal is proposed, make sure your employee understands what their target is, what it involves (exams or accreditations for example), how you will measure success, and when the deadline is. And always remember to explain how you will support them in taking each step.
Ask your employee what they think. Hear what they have to say about their goals, the suggested time frame and what support they need to complete their tasks. Think carefully about any doubts they might have—their feedback could flag up issues you don’t know about, like the need for extra time to be set aside to focus solely on goals.
Show your employee how excited you are that there’s a chance for them to skill up, and that you’ll be involved in helping them to do this. Explain how their new knowledge and experience will contribute to the team and to the company as a whole. And make an effort to share news or information which you think feeds into their goal—email links to articles or webinars and make time available for them to read, attend or do research of their own.
Check in at agreed intervals, and make time to do it properly. This isn’t about offering a quick reminder—chances are, your employee knows what they need to do, but might not be able to find the time to do it. Instead schedule a few informal meetings, to remind your employee and yourself why achieving this goal is so valuable to them and to your company, checking in on progress, and asking what you can do to make sure they have the time and resources to work on their goal. Together you can schedule time for working on the goal, a new deadline and another catch up at a later date.
Show your people that what they achieve at work is time well spent and—most importantly—appreciated. Share their achievement with the team in an email or during a meeting and welcome the employee onto a new project which makes full use of their hard-won skills. This way you can also show the rest of your company the value that you and your team bring to the business.