Helene Vermaak, director at The Human Edge says, "This is concerning, as the best performing company cultures promote performance conversations and encourage all employees to provide regular feedback and hold accountability conversations.
"Performance conversations need to take place in a safe environment, which is classified as a private area, with enough time allowed for the right conversation to take place and its purpose established and clarified upfront. When you are trying to influence people who need motivation not information, do not offer more information. Instead, use questions to create a safe environment where they can explore motivations they already have."
In spite of the reservations about the effectiveness of performance appraisals, 78% of South African managers believe that they are skilled to handle these conversations, with 76% being confident of challenging employees for underperforming or missing targets the first or second time it happens. Seventy-five percent of respondents revealed that they spend twenty minutes or more preparing for performance conversations.
"This is encouraging as the more time spent in preparation for such a conversation, the better prepared the manager will be to address any concerns."
Unfortunately, 69% of respondents don't utilise effective skills for holding employees accountable and achieving real and sustainable behaviour change ""By applying crucial accountability and conversation skills managers will learn to practice effective social interaction. As they experience more success when conducting performance conversations and witness changing behaviour they will become more confident," concludes Vermaak.
The Human Edge will be hosting public training programmes on 14, 15 and 28 October 2015 that will explore and teach attendees the effective skills required to hold performance conversations and hold employees accountable.
For more information, go to www.humanedge.co.za.
