The traditional approach to developing people in the workplace and providing feedback is via the yearly Appraisal System. You get to sit down with your team on an individual basis for 30 minutes feeling rather uncomfortable. It all feels a bit awkward and both sides of the table just want it to be over with as soon as possible.

We have things that we want to say but this doesn't feel like the right time to mention it. You may not be happy with their performance but you don’t want to sit there arguing about it. There are so many things that have built up since your last appraisal you would probably need a few hours to get it all off your chest.

What do we get told by HR?... “If you don’t do it we will lose our accreditation!”… “Our staff will never be happy or engaged if you don’t sit down with them.”

Somehow all this doesn't feel right. You've done the appraisals year after year and nothing changes. Employees don’t get any happier. Morale doesn't improve. It doesn't improve performance like it’s supposed to.

The traditional approach to Appraisal Systems doesn't work!

Two things I would always suggest to any organisation embarking on a lean journey would be:

1.       Define Lean Manufacturing. Decide on your own definition for lean manufacturing with your team. Think how lean manufacturing will give your organisation a strategic advantage. Share the definition with everyone and keep this as your guide for the journey.

Example Lean Manufacturing Definition: “To achieve a leading position in the marketplace with a culture that is continuously striving to improve personal and business performance.”

The Secrets to Motivating People at Work

One thing we are always complimented on with our work is…. Our ability to motivate people in the workplace. In 95% of cases engaging employees is easy for our team and we usually follow up with some great results…. Led by the people.

So what is it that makes our approach so unique?




Before you read on ask yourself these two questions:

Take a moment to think about the word ‘change’ and the last time somebody directed it towards you in a conversation.

‘You need to change your attitude son’

‘Things are going to change around here from now on’

‘You’ve changed! . . . We used to get on so much better when we first met’

Now think about the whole experience at the time. Was it a positive experience? How did it make you feel? Would you rather avoid situations that involve the word change?

As you can see from the examples above change frequently has an emotional charge from your past and quite often these are not pleasant emotions. People use the word ‘change’ to force a reaction from someone but unfortunately without any guidance or preferred outcome. When emotions are running high we engage our mouths before our brains and can sometimes live to regret it.

When you have been told to change in the past have you often been left in limbo or feeling inadequate?