Imagine your business as a garden, and your employees as unique plants. As a gardener will nurture each plant’s growth, you too, as an HR executive, need to make sure that you give the right space for the growth of all the talent in your organization. It is here that you need to establish effective talent retention methods.
After the routine review of an employee’s work performance, also known as post-appraisal, usually done at the year or quarterly close, it helps in determining compensation, promotion, and training needs. Post-appraisals contribute much to career development since they help employees understand their place in the company and how to improve it.
We know that although post-appraisals have numerous benefits, they also pose some challenges to HR executives or managers. It may result in employee dissatisfaction or a perception of unfair assessment. Good retention strategies after appraisal can overcome these challenges by ensuring open communication and ongoing feedback.
We are here to show you how to develop talent retention strategies after the appraisal season is over. Read on!
Why Talent Retention is Crucial Post-Appraisal
Did you know? According to a survey, 61% of workers said they would think about quitting if they didn’t receive regular feedback. Post-appraisal is a period when employees reassess their performance, role, and future growth within the organization, and what happens if they don’t see any scope for improvement or growth? They are more likely to seek new opportunities somewhere else, maybe they’ll go to your competitors as well (you don’t want to lose your ace players to them).
As an HR executive, it is important to tackle the employee dissatisfaction that follows after appraisals. When there is a mismatch of expectations for promotions or pay hikes, frustration, low morale, and higher attrition follow. Effective handling of post-appraisal discontent is important in keeping employees engaged and retained.
Your talent retention initiatives must ensure that you are avoiding employee turnover, employee disengagement through regular feedback, transparent career progression, competitive remuneration, and a constructive, growth-positive work culture. Your high-performance employees have greatly contributed to the productivity and achievement of the organization. Now, losing them is a big deal. The costs are too high. According to various studies, the cost of replacing your ace employee can range from 90% to 200% of their annual salary.
Employee Expectations Post-Appraisal
Being an HR executive, you should understand how employee expectations change after appraisal season. During pre-appraisal, workers expect that they will receive various material benefits such as promotions, salary hikes, or extra responsibility based on performance. Post-appraisal employees may realign their expectations upon receiving the feedback.
Why does your employee leave post-appraisal?
- They are disappointed in the reviews
Employees tend to feel undervalued and underappreciated if the appraisal does not align with their perceived performance. It is at this point that they will begin to search for companies where they are better appreciated.
- They feel a lack of recognition
If the employee senses that their efforts are not being recognized or valued, they will surely lose the drive to work and opt to go elsewhere.
- Their expectations were not met
This normally occurs when the appraisal results are contrary to the expectations of the employees. This can be the failure to receive anticipated salary increases or promotions, which can result in higher turnover.
- They found better offers in the market
Unsatisfactory appraisals can encourage your employees to accept the offer that they were going back and forth with if they present a better option compared to your organization.
Effective Talent Retention Strategies Post-Appraisal
All this time, we have been talking about having good, effective talent retention strategies in place for HR executives. Now, let us show you how you can develop it. Here’s the breakdown:
- Provide constructive feedback
You must ensure that the appraisal result you give to your employee is clear and transparent. Explain to them the parameters of the performance evaluation process, how these parameters impact future opportunities within the organization. Your feedback has to be very specific, actionable, and, more importantly, it should focus on growth. Make sure your employee understands everything. In case there are queries, schedule meetings to resolve those issues or questions.
Takeaway: The transparency in the feedback will not only enhance the employee’s comprehension but also promote trust and a sense of direction for them, which is one of the key elements in performance review retention strategies.
- Offer a career development plan, but customize it
Your career development plan, which you present to your employees, must be customized, i.e., it must align with the aspirations of the individuals as well as organizational aspirations. Provide them with opportunities for upskilling and reskilling, and assist them in their career advancement. You can even assign your employees mentors who can guide and counsel them to achieve their objectives.
Takeaway: A customized development plan will help in preventing employee turnover by encouraging them for long-term goals, not only their immediate position.
- Reward your deserving employees
Have a reward and recognition program that acknowledges and celebrates your employees’ achievements throughout the year. It can be public recognition, awards, or even special privileges. As an HR executive, you must offer rewards beyond monetary incentives, like additional vacation days, flexible work arrangements, or maybe opportunities to work on high-profile projects.
Takeaway: Motivation comes from recognition. If your employees feel that they are noticed and heard, their performance and loyalty will automatically increase.
- Have an enhanced employee engagement in place
After appraisal, you may also want to have frequent check-ins to keep things going. Organize employee engagement events that enhance employee morale and team cohesion. Utilize different mechanisms to measure employee satisfaction, frequent check-ins, so that employees feel listened to and appreciated.
Takeaway: Regular check-ins post-appraisals keep the employees engaged and in sync with the company objectives.
- Provide competitive compensation
You, being an HR executive, must review compensation packages regularly to make sure that they are competitive and in line with industry standards. You can modify your compensation based on the performance of the employee and market conditions. Offer benefits that are more than mere compensation, such as health insurance, retirement schemes, or flexible work arrangements.
Takeaway: Equitable and competitive pay reinforces your organization’s value recognition commitment, making it more difficult for top performers to seek employment elsewhere.
Common Mistakes HR Executives Must Avoid
The gardener has to guard against the weeds as they will choke the lovely blooms and reduce the shine of his garden. In the same manner, as an HR executive, you have to keep away from common errors that can cause dissatisfaction among employees, turnover, and employee engagement post-review. Continue reading to know about the top mistakes that you can avoid, ensuring your garden of talent flourishes.
- Ignoring your employee’s feedback post-appraisal
Mistake: It is always best to follow up on the feedback that your employee receives after their appraisal. In case it is not followed up, this will tend to result in dissatisfaction and disengagement among the workers.
Solution: Make sure that their comments are heard and responded to. This can assist in keeping trust intact and demonstrating to your employees that their opinions are important.
- No clear growth plans
Mistake: You didn’t provide your employees with clear direction about their career development opportunities? This again would lead to confusion and dissatisfaction among the employees.
Solution: Ensure that you are communicating with your employees about the future of their careers within your organization.
- Ignoring signs of employee dissatisfaction or burnout
Mistake: Overlooking your employees’ dissatisfaction or their burnout will for sure result in increased turnover or revenge quitting.
Solution: Always do regular check-ins and monitor their satisfaction levels and address their concerns promptly.
- Appraiser Bias
Mistake: As an HR executive, avoid biases such as the halo effect, similarity error, or recency error, as these biases can skew performance evaluation.
Solution: Have a fair and just evaluation of every employee based on their performance and contributions.
- Not having proper feedback systems
Mistake: You need to make sure that you are also considering your employees’ feedback. There should be a clear and transparent way to communicate their feelings and inputs without any hindrance.
Solution: You might want to have weekly or monthly feedback sessions for your employees where they can communicate their expectations, and you, as an HR executive, can also give them constructive feedback to help maintain their motivation.
Performance Review Pitfalls and Practical Solutions
| Common Mistake | Description | Solution |
|---|---|---|
| Ignoring employee feedback post-appraisal | Failing to follow up on feedback after appraisals can lead to dissatisfaction and disengagement. | Ensure employees’ comments are heard and addressed to maintain trust and show that their input is valued. |
| No clear growth plans | Lack of direction regarding career development can cause confusion and dissatisfaction. | Regularly communicate career growth opportunities and pathways within the organization. |
| Ignoring signs of dissatisfaction or burnout | Overlooking these signs may lead to increased turnover or “revenge quitting.” | Conduct regular check-ins to monitor satisfaction levels and address concerns promptly. |
| Appraiser bias | Biases such as the halo effect, similarity bias, or recency error can skew performance evaluations. | Ensure fair, objective evaluations based solely on performance and contributions. |
| Lack of proper feedback systems | Not having transparent channels for employee feedback hinders communication and demotivates staff. | Implement regular (weekly/monthly) feedback sessions to gather employee input and provide constructive guidance. |
Real-Life Case Studies & Examples
- Signpost: Use of Assessments for Reduced Turnover
Software startup Signpost streamlined its hiring process by using assessments such as the Employee Personality Profile (EPP) and General Aptitude Mobile Evaluation (GAME). As a result, the turnover rate for inbound phone support workers was reduced by 70%, while new hire productivity increased.
Key Takeaway: By helping businesses place more qualified applicants into positions, assessments can improve performance and retention.
- Cisco: Employee Recognition and Rewards
Cisco successfully launched “Connected Recognition,” a program for employee rewards and recognition. By fostering a healthy work atmosphere, this increased retention and allowed employees to recognize their coworkers.
Key Takeaway: Employee engagement and retention can be greatly impacted by praising and recognizing them for their efforts.
- Briggs Industrial Solutions: Engagement Surveys
Briggs Industrial Solutions addressed technician retention difficulties through focus groups and engagement surveys. They increased employee happiness and retention by tackling issues with compensation, recognition, and job fit.
Key Takeaway: Retention and engagement can be significantly increased by providing regular feedback and taking appropriate action on employee issues.
- Mutual of Omaha: Pulse Surveys
Mutual of Omaha used pulse surveys to learn more about the preferences and attitudes of its employees. They achieved an 86% retention rate as a result of their deliberate use of pulse surveys.
Key Takeaway: Regular pulse surveys can yield important insights into the factors influencing employee engagement and retention
- Bespoke HR: Leadership Development
After nine months, the turnover rate dropped to 0% thanks to the implementation of team development and leadership training by Bespoke HR. Ongoing team-building exercises also raised employee morale.
Key Takeaway: Investing in team motivation and leadership development can yield significant returns in terms of morale and retention.
Role of HR Technology in Retention
These days, AI integration in HR processes has become quite common. A lot of companies are using technology to process payroll, manage attendance, and perform other HR operations. We have provided an overview of the role of HR technology in supporting talent retention strategies. We have also included the tools and techniques that can refine and streamline the retention efforts.
- HRMS (HR Management Systems)
These systems are developed to centralize employee data, automate the onboarding and performance management processes, and also provide insights into employee engagement and retention trends.
- Feedback tools
There are platforms available in the market that can facilitate real-time feedback that can help address the employee concerns without any delay. These tools can help HR executives like you improve the job satisfaction level in your organization.
- AI-driven engagement platforms
The AI-powered tools are a game-changer in analyzing employee sentiment, predicting turnover, and even helping in suggesting personalized talent management strategies.
- Internal talent marketplaces
These are the platforms promoting career development by advertising internal job opportunities, mentorship programs, and skill-building projects, significantly reducing turnover and improving the amount of growth opportunities.
- Predictive analytics
These apps can utilize data analysis to be able to predict employee turnover and help you implement proactive employee retention strategies based on the information on turnover trends, job satisfaction, and productivity.
HR technology supports automating tasks and releasing HR executives to focus on employee engagement and retention strategy. Technology gives you actionable insights into employee engagement and retention patterns, and their performance metrics that allow you to make informed decisions. Also note that Learning management systems (LMS) support continuous learning and skill development that aligns with your employees’ aspirations and organizational goals.
Practical insights:
Recognizing Retention Risks: Prompt intervention is made possible by predictive analytics, which identify early warning indicators of discontent or turnover risk.
Improving Employee Experience: Focusing on experiences that will influence engagement and retention, technology assists in shaping and enhancing employee journeys.
Promoting Work-Life Balance: Remote working technologies and flexible working arrangements enable staff to strike a balance between work and private life, which is critical for staff motivation and retention.
Conclusion
We covered a lot throughout this HR executive retention guide. From proactive talent retention strategies post-appraisal to hacks for maintaining a motivated workforce. Post-appraisal season is more than just a formality, it is the moment when employees re-evaluate their jobs and their future with the company.
As an HR executive, this is your opportunity to address dissatisfaction, enhance employee engagement, and retain top performers’ loyalty to the company. Effective HR retention practices should be followed for post-appraisal management. Employee disengagement and dissatisfaction can be handled through employee motivation strategies that help maintain your employees’ satisfaction with the organization. Because at the end of the day, retention isn’t about just keeping people, it’s about helping them thrive.
Key takeaways from the blog:
● Foster transparent communication
● Have personalized development plans
● Reward your employees for their hard work
● Improve job satisfaction through employee engagement
● Provide competitive compensation and benefits
Are you looking to develop customized talent retention strategies for your organization? Explore how Prompt Personnel can help you with their comprehensive HR solutions. Reach out to us today!