Getting started with Performance Management

Getting started with performance management system can seem to be a daunting task. But it needn't be if you have the right tools to support you. Through our work with clients, we have explored a range of performance management cycles and processes and know that simple email reminders at key stages of the review process, just aren't enough.…

How to use 360 to spot high potential

360 degree feedback is typically thought of as a learning and development tool, but how can it be used to spot high potential? We’re often asked this sort of question during our talent management software implementation sessions with customers, or as part of the programme review meetings we may hold.…

Appraisals undervalued? Then calculate their return on investment

Does performance management add real value in your organisation or do people dismiss it as an HR bureaucracy that takes valuable time away from the ‘day job’? Intuitively, we all know that performance management can benefit individuals and the organisation. But too often it does not.…

Performance Management - the Next Generation

Is there a new, more grown up attitude to performance management emerging? Netflix abandoned formal reviews some time ago, reportedly seeing them as being “too ritualistic and too infrequent”. In place of this, managers were encouraged to have frequent and honest conversations and to make better use of the data available through improved business analytics to provide a more accurate picture of how people were doing.…

Building a feedback and coaching culture – is it working?

In this week's blog, Debbie Hance, our Head of Business Psychology takes a look at how organisations can look at the quality of their managers' feedback conversations and how coaching capability can be assessed. Many of the organisations we talk to are still on their journey to improve the quality of feedback that people get whether from their line managers or from others (colleagues, direct reports, customers and so on). Many of these organisations have, somewhere in their people strategy, a desire to build a ‘feedback and coaching culture’.…

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