Drive performance conversations not performance ratings

We've blogged before about the importance of performance conversations that managers have with their team members as part of performance review and appraisal - and we've heard recently about the shifts in how organisations view performance ratings.  We've commented on this in one of our articles which you can read below. …

Succession Planning within the new Talent model - 5 things to think about

In our blog last week, Professor Nick Kemsley, outlined trends in how talented people are viewing their careers and their interactions with their employers.…

Succession Planning: time to reflect the new Talent model?

We believe that Succession Planning needs to change. We think that organisations need to recognise the shifts taking place in minds of talented employees and their view of their career and the relationship with their employer, and look now at how this can inform effective succession planning within the organisation.…

Using 360 degree feedback beyond development

360 degree feedback is commonly used to support the skills and development of employees – but can we use 360 reviews beyond development? Can it be used, for example, to inform succession planning or selection activities? We believe so, yes. Debbie Hance our Head of Business Psychology suggests in this video that while the predominant use of 360 degree feedback will, we think, remain for development purposes, it can also be used valuably for other talent management practices.  For example, some of our clients use our talent management 360 degree feedback software for succession planning, for helping to make promotion decisions and for evaluating training and development activities such as the behavioural impacts of looking at leadership development programmes.…

Introducing 360: 3 key areas to consider

Introducing 360 degree feedback can be a daunting task. We are often asked what can be done to ensure that the organisation and its people get the best outcome. Ian Lee-Emery shares the key areas in our video - and in this article. #1 Allow enough - but not too much - time.…

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