The HR Advisor

Christmas is only nine weeks, which means your work Christmas party is probably only a month away, maybe sooner. Aside from dealing with the fact that I only have two months left of the year and still so much to do, the thought of summer and Christmas gets me excited.

The responsibility of organising our office Christmas Party is often mine. It's a job I love to do - but being an HR Practitioner gives me an advantage. Many of my friends and clients who don't have an HR background are more than happy to plan for the fun, but dread the thought of being responsible for any HR issues.

So, to help you (and them) avoid an HR disaster, here are our top HR tips for the festive season.

One of the most counter-productive practices of corporate life is sitting down with employees once or twice a year to set their goals and review their performance.  The annual or half-yearly performance review process is not motivating for employees and is dreaded by most managers, so why do so many businesses still have this model in place?

Even the fact that the word ‘review’ is still used is puzzling.  While reviewing past performance is part of the process, there is so much more to driving employee performance than evaluating the previous six or twelve months.