July 05 Newsletter

Performance reviews and attrition

With end of financial year reviews completed and filed away, it is not uncommon to find companies often experience comparatively heavy attrition in the subsequent quarter. Employees, even if happy with their performance and pay review, will duly take stock of their options, end of year bonus safely pocketed, and potentially consider a move if the grass is perceived as being greener on the other side.

The reasons for doing this are not always clear, and are specific to each individual but keep in mind the time of year; when most companies recruitment budgets are flush and competitors are usually on the look out to acquire fresh talent, it may come as no surprise that the revolving door is constantly in a spin with comings and goings.

Of course, a performance review that has given rise to an underperforming employee becoming disgruntled and eventuates in their voluntary departure may be welcomed, saving both the time and money involved in performance management and lost productivity. However, what of those candidates who you are keen to retain, their departure being to the detriment of the company if they do leave?

Exit interviews reveal a range of underlying reasons that are rarely voiced before an employee takes the decision to resign. These often centre around the formal review process and their relationship with their line manager.

Here are some tips:

• The performance review should allow two-way feedback. The employee should have prior notice of the review and be afforded the opportunity to be introspective about their performance and provide equal input.

• There should be no nasty surprises! Employees do not like being made aware of problems in their performance review when the incident or issue in question took place months ago. If it is considered important enough to be documented, it should have been addressed on the spot!

• There will always be employees who disagree with the feedback given, even if the review is generally positive, those with enlarged egos often relish the chance to sing their own praises and over-exaggerate achievements. Have evidence and examples to hand that supports your assessment of their performance or ask them to bring examples along instead! Have a section in the performance review that provides the opportunity to respond and comment on their performance review. If no resolution can be reached, have a process in place. Many large companies utilise their Human Resources department to ensure equity and resolve employee / line manager disputes. If the employee is simply told ‘put up and shut up’ and not given the opportunity for redress, resentment will fester and, for or better or worse, they may leave.

• Is the performance review fair and equitable? How does your company grade, assess, and measure performance? Is it communicated to staff? Is there a clear correlation between performance and pay increases across the company, or at the very least, the department in which they work?

• Are you competitive in the market? It’s all very well conducting a comprehensive performance review that leaves the employee feeling valued and understood, though all that good work could be undone if you are paying significantly below market rate and your competitors are on the money!
• Think about the future! Often, performance reviews concentrate on the past and present. What about the future? Can your employees see a future in the company, is it realistic? How are they going to get to where they want to go are all important questions that should be addressed.

Should you not have a formal appraisal process in place, Beaumont Consulting would be happy to provide guidance and advice. Assessment Edge specialise is creating tailored performance management systems, see their website for further details.

Leap of faith – Come along to our fabulous workshop

Building on the success of our previous client get togethers, Beaumont Consulting is fortunate to bring you the uniquely powerful speaking presentation of Dr. Glenn Singleman and his wife Heather Swan. “Leap of Faith” is a presentation everyone is talking about and you must hear.

The presentation is at the same time Glenn and Heather’s personal story of their attempt to set a new world record for altitude BASEjumping (Glenn currently holds the record for 21,000ft) and it is a demonstration of some of life’s most important lessons. It is also totally riveting. Their story is one of high adventure, mishap, tragedy and triumph and it is presented with alacrity and wit, and of course the latest technological wizardry.

Perhaps even more important is the key message of the talk – overcoming fear. In an increasingly volatile world maintaining a sense of control is crucial to our happiness and success. Glenn and Heather explain how this can be achieved under the most terrifying of conditions (like throwing yourself off the world’s tallest cliff).

Apart from being thoroughly entertained one of our guests will also have the opportunity to win a the multi-award winning DVD of BASEClimb and BASEClimb 2, and a signed copy of Heather’s award winning book – Defying Gravity Defying Fear.

We are using the impressive facilities of the AGSM (Australian Graduate School of Management) at Level 6, 1 O'Connell Street, Sydney.

WHEN? - Tuesday 9th August 2005 - 5.30pm - 7.00pm

A refreshing cold beer or a glass of wine will be served from 5.30pm till 6.00pm, the presentation will commence at 6.00pm and will last approximately 1 hour, and as usual there will be more refreshments and nibbles after the workshop and a chance to meet the entire Beaumont Team and network with other Beaumont Consulting clients.

This is an excellent opportunity to see the Singlemans as our guests, so be quick as spaces are limited.

To register your interest please reply to this email or call me on 02 9279 2777.

If you have a friend or colleague that would also benefit from this presentation, please feel free to forward a copy of our newsletter and this invitation.

New additions to the team

Beaumont Consulting continues to expand with the appointment of Anita Tarlao and Kristy McIntosh. Anita will be focusing on sourcing Office Support candidates within our new Chatswood office set to open in September, and Kristy will be working alongside Neil Hanson specialising in both temporary and permanent recruitment within the Call Centre industry. Welcome aboard guys!

Temp of the month

Outstanding performance from our temps doesn’t go unnoticed. We truly appreciate, and like to therefore acknowledge the great work they are doing for us.

Our July Temp of the Month award goes to Ruari Murphy. Ruari is achieving excellent results in his current role at Cellhire. He is pro-active, punctual, has been creating some good leads for the company, and is generally being a superstar.

Ruari is pictured here whilst on assignment at Cellhire. He gets $100 from a store of his choice. Well done Ruari.

Quote of the month

We always overestimate the change that will occur in the next two years and underestimate the change that will occur in the next ten. Don't let yourself be lulled into inaction. (Bill Gates)