People Matter - January 2025 - The HR Dept

Swap your annual performance reviews for monthly 121s

Already dreading your annual performance reviews? Do these sessions rarely produce the results you want? Wish there was a better way to boost the productivity of your employees?

There’s another solution, a trend that has been around for a while. In recent years, many businesses (like Yahoo and AstraZeneca) have been switching from annual performance reviews to more frequent 121s, instead. Whilst it may seem counterintuitive to make reviews more frequent if you don’t enjoy them – there are actually a whole range of benefits for doing so.

The traditional review structure can often result in behavioural or performance issues being left unaddressed for months until the annual reviews come around. This can negatively impact overall business performance and productivity, as well as leading to employee disengagement if they find these highly anticipated, occasional sessions dissatisfactory.

Frequent 121s and check-ins are a reliable alternative to traditional annual reviews. This structure provides you with more opportunities to discuss and address concerns as they arise – preventing minor mishaps from spiralling into more disruptive issues.

And let’s not forget the opportunity to more regularly praise a job well done, or mark someone going the extra mile, in a timely fashion.

Regular check-ins allow you to better track your employees’ productivity towards business goals, as it is easier to monitor progression. Simultaneously, employees are positively receptive to more frequent 121s: it gives them more sense of purpose, the ability to better voice their needs and concerns, and ultimately boosts company morale.

The truth is in the statistics, in 2024 AstraZeneca found that 85% of their employees received regular coaching: correlating with a 70% increase in manager confidence for holding meaningful coaching sessions and a 12% increase in core capabilities.

It’s clear that forward-thinking businesses are evolving from traditional performance reviews to more regular, consistent 121s. But we understand that as desirable as this switch is, it can be hard to know exactly how to implement it: that’s where we come in.

Get in touch today to see how we can help you implement regular 121 reviews across your business: helping you to boost morale, productivity and performance.

Upskilling staff with training

In person training events are an effective way to upskill your staff and heighten company performance.

Running a business is expensive, and it can be tempting to cut training costs. This decision may provide short term financial alleviation, but could end up costing more in the long run: decreasing staff performance and retention, and risking lawsuits.

Workplace Relations Commission courts are littered with cases of employers being penalised for poor management practice and failure to follow procedure, especially when it comes to unfair dismissal. A record was set in 2022 for a payout of more than €300,000 for unfair dismissal relating to bullying and harassment. Despite a procedure being followed, the judge cited issues such as failing to notify the employee that their job was on the line when making their ruling. It is a cost that could have been prevented through good quality management and HR training.

In-person classroom training provides practical learning that prompts high engagement. Quality HR training is crucial to any business, boosting retention rates with 94% of employees less likely to leave their jobs if training opportunities are provided. Research has also found that companies that provide comprehensive training are 24% more profitable.

If you’re keen to invest in quality training for your business, then eLearning could be the solution for you. Get in touch to see how we can help you effectively implement digit training across your business.

Involving your staff in your business goals

It may feel like a big step, but involving your staff in your business goals can be an effective way to elevate your business, providing a range of personal and business benefits.

We are not talking about giving them the keys to the kingdom. You can involve staff by encouraging suggestions, educating them to optimise their ideas and utilising organisation tools, such as surveys. These efforts will make staff feel their opinion is valued, boosting commitment, morale and long-term retention.

On a practical level, there are many perks to this. Your employees have a range of perspectives and a direct understanding of your company, meaning they may generate quality ideas for your business. Not only does this save you money on outsourcing for idea generation, it is also likely to increase their productivity by boosting their engagement.

Would your staff report misconduct?

Our eye was caught by a stat from the UK that said a shocking one in three cases of staff misconduct go unreported. This is primarily caused by structural failures: from employees not knowing how to report incidents to concerns about not being taken seriously by management. Many employees also have privacy concerns – despite the anonymity of whistleblowing services – and worry that they may receive potential exposure to backlash.

It is crucial to the health of your business that your company adopts a culture where reporting misconduct is encouraged: increasing performance, morale and staff retention. To do this, you need clear reporting procedures that are accessible across your company – alongside assurances of confidentiality.

Encouraging an open culture of communication and speaking up will help to build employee trust. This is about walking the walk as well as talking the talk: take reports seriously, conduct thorough investigations and hold staff accountable for misconduct.

This is a sensitive topic that should be approached with care. Contact us to see how we can help you implement effective reporting procedures across your company.

Red weather warning

Ireland tends to face a named storm as little as two or as many as 11 times a year. Not only are extreme weather conditions disruptive – impacting power and transport – they can also be dangerous. To counter adverse weather like this, it’s helpful to develop a thorough adverse weather policy to protect your employees and minimise disruptions for your business.

The Extreme Weather Warning (Miscellaneous Provisions) Bill 2018 binds public sector employers to prescribed actions in very bad weather, but SMEs would be wise to take a steer from it too. Areas to consider include dangers associated with commuting as well as issues like heightened risk for pregnant or disabled employees.

Your guidelines should cover attendance expectations (including alternatives such as remote working), procedures for weather deterioration, and steps for staff that can’t attend. Always communicate such policies clearly and make them accessible to staff at all levels of your business.

Will you still need me, will you still feed me, when I’m sixty-four?

On an annual basis the number of over 65s working is growing much faster than other age cohorts last year. The rate of increase was 11.3%. Seasonally adjusted figures from the Central Statistics Office suggested there were 67,800 such workers in November 2024, up from 61,000 the previous November.

Older workers are a pool of talent you may have previously overlooked: offering increased knowledge, experience and life skills for your business. From recruitment processes (like where you advertise) to workplace practices, are you set up to benefit from the skills and experience of this older demographic?

Blind recruitment may be one way to overcome unconscious age bias. For older staff already on the books, consider incorporating mentorship schemes to help pass attitude and skills on to younger workers. Phased retirement options may provide the two-way flexibility necessary to retain them for longer than you might otherwise be able to.

People Matter – January 2025