Employee engagement is one of today’s hot HR topics. Schawk, Inc., found that its automated appraisal and evaluation system has dramatically improved both communication and employee engagement.
That’s the word from Jennifer Erfurth, global vice president of HR at Schawk, Inc., a provider of knowledge-based brand image management solutions. Her comments appeared in BLR’s Best Practices in HR newsletter.
Erfurth says that at Schawk, Inc., HR maintains continuity by using the same set of standards to:
–Screen applicants
–Evaluate employee performance
–Provide employees with development opportunities
–Manage succession planning.
Applicants and employees are evaluated in two main areas: Job-specific competencies and personal performance factors. The five performance factors are:
- Integrity and ethics
- Adaptability
- Perseverance
- Initiative
- Quality focus
“If you don’t have those five, you won’t be successful at Schawk,” she says.
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Automation Drives Appraisal Process
During their reviews, employees complete an online performance appraisal form, rating their own performance on their specific job duties and the five performance factors, Erfurth says.
The appraisal form elements are “behaviorally anchored.” A brief narrative with examples of specific behaviors accompanies the rating level for each factor, to make the process as objective as possible.
Employees simply click on a rating to complete the self-appraisal. The electronic form also allows them to provide comments. Then the employee’s ratings are “workflowed” automatically to the supervisor, who rates the employees on the same criteria.
The finished form has three columns—one for the employee’s ratings, one for the supervisor’s ratings, and one to show gaps between the two ratings.
The supervisor’s boss reviews the form, and then the supervisor and employee meet to discuss scores and scoring gaps. The supervisor can make adjustments to the form if necessary after the joint discussion.
Erfurth says that the automation not only streamlines the review process, it also provides a side benefit—the firm is able to compile aggregate data on particular positions to identify skills gaps and training needs. In addition, the system provides opportunities for continued dialogue between supervisors and their employees, as employees may update their records to note progress toward goals.
All employees are trained on how to use the automated system. In addition, managers participate in a mandatory one-and-one-half day training session on performance management that addresses tips for giving informal feedback, setting goals, coaching, motivating, and recognizing employees.
Employee Engagement a Plus
Erfurth says that the performance management process has helped increase employee engagement. Schawk ascertained this with its own engagement survey, derived from such popular sources as First, Break All the Rules, the Harvard Business Review, and the Wall Street Journal.
The survey measures how employees feel about their jobs, careers, colleagues, company, and communications. Survey results indicate that employee engagement is rising. A higher number of employees report that they are receiving feedback and recognition at work.
And Schawk found a dramatic increase in employee satisfaction with internal communication—up from 50 percent to 70 percent. That’s really the goal—to encourage that dialogue about performance, says Erfurth.
Also important, they have shown that operating units that score higher on the engagement survey have higher profitability, higher client satisfaction, and lower turnover.
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And there is yet another bonus, says Erfurth—Schawk has been recognized in “best company” competitions 12 times in the last 7 years!
In tomorrow’s Advisor, we’ll look at tips on how to handle the ever-uncomfortable performance review meeting, and we’ll introduce a unique, “everything HR in one place” website.