Engagement & PDR Cycle
1. Run Engagement Survey
Transform Your Performance Management: A Continuous Cycle of Engagement & Development. First, design and run an engagement survey that tests the temperature of staff engagement and sets a benchmark for improvement. Select or adapt the survey from our range of proven templates and encourage high completion rates through intuitive design, regular reminders and meaningful questions and answers.
OUTCOME:
- Use anonymous or named surveys to collect honest feedback.
- Focus on key areas such as work environment, leadership, career growth, and well-being.
- Ensure a mix of quantitative (rating scales) and qualitative (open-ended) questions.
- Enable reports and summaries to be compiled and shared to maintain engagement
2. Analyse Data & Identify Trends
Review survey responses to uncover common themes, pain points, and areas of strength. The QPQ choice of standard and bespoke reports enable analysis and fast and actionable interpretation
OUTCOME:
- Use analytics tools to assess trends in employee satisfaction.
- Identify differences across departments, teams, or seniority levels.
- Spot recurring concerns such as workload issues, leadership gaps, or training needs.
3. Determine Trends – Align with Objectives
Compare and contrast survey insights with company and departmental objectives to set actionable goals. Empower managers and the team to take ownership of trends and actions.
OUTCOME:
- Align feedback with business priorities (e.g., productivity, innovation, culture).
- Consider both organizational goals (broad company-wide changes) and departmental goals (specific team improvements).
- Prioritize key action areas and set measurable targets.
4. Incorporate New Objectives into PDR (Performance Development Review)
Update employee performance and development goals based on survey insights so they can see and feel the difference and be more engaged.
outcome:
- Modify Personal Development Plans (PDPs) to reflect new priorities.
- Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for employees.
- Encourage managers to provide support and track progress during one-on-one meetings.
- Inspire more engaged teams and better performance
5. Use the PDR System to Track and share Progress
Continuously monitor improvements and adapt strategies based on real-time progress tracking. So that progress is shared and your team motivated
OUTCOME:
- Regularly check performance metrics and feedback loops.
- Allow employees to self-reflect on progress and adjust their goals if needed.
- Plan follow-up surveys to measure the impact of implemented changes.
- Keep the cycle ongoing to create a culture of continuous improvement.
