Performance data: When to start scoring employees

Career Conversations (Hospitality)

Liam and Jo discuss the importance of timing and frequency in performance conversations within organisations. They analyse data regarding when employees should have their first performance discussions and the implications of these timings on employee performance and retention. The conversation highlights the critical nature of the first few months of employment and how early performance assessments can lead to misleading conclusions about an employee's capabilities. They conclude that performance conversations should ideally occur around the six-month mark, with regular check-ins during the onboarding process to set clear expectations and foster understanding of performance metrics.

Takeaways

• The best time for performance conversations is around six months.
• Early performance assessments can lead to decreased performance over time.
• Regular conversations during onboarding are crucial for setting expectations.
• Employees need time to understand their roles before being scored.
• The first hundred days of employment are critical for retention.
• Data shows that performance can decline if assessed too early.
• Framing the performance question differently in early months is important.
• Frequency of performance conversations should not be neglected.
• Waiting too long for performance reviews can be detrimental.
• Understanding what 'good' looks like is essential for new employees.

  Chapters

  00:00 Understanding Performance Conversations
  09:44 The Importance of Timing in Feedback
  11:35 Frequency of Performance Conversations and Its Impact
  11:35 The Cost of Conversations
  11:35 Understanding Performance Trends
  11:35 Data Insights and Patterns
  11:35 The Impact of Timing on Performance
  11:35 Looking Ahead: What's Next?