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Testimonials

"We have always found both Lisa and Darran efficient and effective in their search for solutions. Their ability to think "outside the box" has connected us with candidates we might have otherwise missed out on. We have been happy to recommend Fletcher George to our clients for their recruitment needs."

Senior Partner
independent Surrey firm

"Thanks again Lisa for all you and Darran have done you two are amazing"

ACCA Part Qualified
a Top 50 firm of Accountants

"Lisa at Fletcher George has become over the last few years our first port of call regarding finding professional staff. The last three times we have taken on a new person we have had to look no further and have ended up with just what we are looking for."

Partner
A Top 100 firm

"Fletcher George have found us three senior staff in recent years, all of whom are still with us. As a small firm it's particularly important that we employ the right staff and Fletcher George have never let us down"

Partner
Well established independent firm

"We have worked with a number of agencies, but what sets FG apart from the rest is that their service is, like the best run professional service firms, based on relationships and understanding what the clients need. Lisa in particular understands the culture of our firm and whether a candidate will "fit" within our organisation."

Managing Partner
Leading Surrey firm

There is no doubt that performance management is critical to business success.  However, in a market that becomes ever more complex and fast-paced, many employers are starting to question whether the annual appraisal really is the best way to motivate and retain their most talented people.

The annual appraisal has traditionally been an exercise in looking back at past performance and identifying goals for the future.  What this approach often fails to achieve is an assessment of performance in real time, the nurturing of talent, or the ability to tackle issues head on, as they arise, and before they become ‘terminal’.

For this reason, many companies are starting to move away from the more formalised, annual employee review process and are turning, instead, to more frequent feedback and coaching-style ‘conversations’.  This is not to say that the performance review should be been given its P45.  Here at Fletcher George Recruitment, we believe that there is benefit in a combined approach.  There is still a place for the more formal review based on performance tracking.  In addition, a solid strategy for providing more regular opportunities to ‘check in’ with employees is vitally important in creating a positive work environment, tackling issues, gaining employee buy-in, retaining talent and, ultimately, securing the success of the company.  Employee self-assessment can also be a very useful tool, as is the opportunity for employees to discuss their own long and short-term goals and aspirations.

As recruitment professionals, we see that employees who are given frequent opportunities to engage in the appraisal process, improve their performance and fulfil their potential are generally happier, more engaged and more likely to develop their career with their current employer.

 

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