What makes for great employee engagement software?

Getting your people to engage with your engagement survey is as much about the employee engagement software as it is the internal comms plan you roll out. So what does great engagement software look like?…

How can 360 review software fit with your organisation's culture?

We speak to many HR and L&D people who have become disillusioned with 360 degree feedback. But, they admit, it’s not about 360 per se - but about an assessment that is seen as having little individual relevance, or too time-intensive or as being simply disconnected from the organisation. To get real value from a 360 degree feedback review programme, we know that the assessment, the process and the online tool you use all need to fit how your organisation is structured, its language, its process and its ‘culture’.…

Employee engagement trends in 2017

It’s hard to keep abreast of the research as to what is happening with employee engagement and the trends being seen. And yet it's important to understand what’s going on and how we can best strengthen employee engagement. …

Tricky succession planning questions to answer

Questions asked by senior managers about succession risk and ultimately business risk are not always as simple, quick or straightforward to answer as you would think they would be.…

What to consider if Introducing 360 degree feedback for the first time

Whether you are introducing 360 degree feedback for the first time in your organisation or updating a current 360 process, investing effort to get buy-in and support from stakeholders leads to stronger engagement from the important line manager population.  So, spend the time to identify these key stakeholders, explain the process, and outline the outcomes and impact on the business. Here are the 8 things to think about when introducing 360 degree feedback for the first time. …

Help managers to have career conversations

It can be tricky for managers to have career conversations with their teams about progression in the organisation. We hear from our clients that often managers know that they need and indeed many want to do this – but they just don’t have the data or information to feel prepared for this. They’re left trying to build a conversation with very little support.…

Feeding back 360 and taking action: the real value of a 360 review

Taking part in a 360 review can have immense benefits for a specific employee – and his or her manager, the wider team and the business. But the most valuable part of the ‘process’ (feeding back 360 and taking action) can be the part that's taken for granted or doesn’t get the focus and planning it needs to really get the most from it. …

How to make your succession planning more effective

We have a question for you. Are you starting 2017 with robust succession plans in place for your critical posts, high potentials and high impact performers? If not, is it time to look at how to make succession planning more effective in your organisation?…

Time to re-visit your Talent Management approach?

A New Year always comes with a plan. Typically it will include a raft of things that need to be achieved in the coming year but also has some of those 'where-to-start?' projects that you know are important but in reality you don’t really know how to take the first step of wary that it'll consume too much time! Your Talent Management approach may be one of those such projects. …

How to define what good looks like

There's a recurring theme when talking with HR decision-makers: how to establish a common understanding and way of defining what ‘Good’ looks like for key roles in an organisation. Everyone you ask has a different opinion, and judges it differently. What do we have available to help us in this?…

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