Getting ready for GDPR

The forthcoming GDPR is causing us all take a closer look at the way in which we manage and process the personal information about employees, customers, suppliers and so on. But what does this mean for your talent management software?  To help our clients, we've been on the case for months making sure that their contract with us and the functionality of their Talent system, is not one of the things they need to be worrying about.…

Encouraging employees to be part of performance review within SMEs

For some employees in an SME, getting started with or contributing their own performance review can be a daunting task with a range of emotions coming to the fore.   From the work we do with clients in companies large and small, we know that simple email reminders at key stages of the review process, just aren't enough. People need greater involvement, empowerment and, quite frankly, more regular input.…

How to make sure you give your 360 the best chance of success

You'll already know that 360 degree feedback has the potential to give employees the insight and focus needed to create their development plan. It can help bed down organisational values and reinforce the competencies needed.   But not attending to the avoidable pitfalls can mean that your 360 never delivers this. Instead you end up with simply an HR process that is seen as a chore by managers and reviewers, and meaningless and too generalised by employees. And we see this far more than we'd like. So what can you do to give your 360 the best possible chance of acceptance, value and success?…

Is Continuous Performance Management actually working?

Many organisations are making - or have made - the move to Continuous Performance Management. There's a real buzz about the benefits of more regular check-ins or catch-ups between manager and team member.  But how do you know if this is actually happening, and the goals and objectives being set and, in theory, talked through, are being progressed? …

Is your succession planning up to scratch?

To answer the question above, you need to start by asking yourself some other questions.   They may be the tough questions that you’re asked by your senior management team – that you wish you had the answers too by the spreadsheet and information you have is simply out of date and too difficult to keep fresh.…

What makes a good objective?

You and your managers know the importance of objective setting if your employees - and the organisation - are to achieve their goals. And you'll no doubt know of the acronym SMART when it comes to writing a good objective. But SMART misses a couple of key elements - and as such, we've refined SMART to become STREAMS.…

Help - I have to review someone as part of a 360. What do I do?

Is this something you hear from your line managers and other employees when it comes to 360 degree reviews?   You need to reassure them that, if they've been asked to provide some 360 degree feedback by a colleague it’s because their opinion is valued. They're seen as being someone who's in a good position to observe and comment on the other person's behaviours and interactions - and because they're seen as being someone who will provide useful, honest and meaningful feedback.  So what can you do to help those that have to give feedback on others?…

Continuous Performance Management - what's in it for HR?

You’ll have read the HR news articles which report on how some of the larger, household-name organisations have moved (or are moving) way from their annual appraisal system. They’re moving towards a more on-going, continuous conversational approach to encourage their managers to check-in on progress towards objectives and goal achievement of their team members.  Such a shift in approach requires immense effort, commitment, time and energy - not least by the HR team as they seek to upskill managers, educate employees and change hearts and minds.   So what’s in it for HR? Is it not easier just to stick with the status quo and not make this transition?…

How to set an objective for SME employees

Deep down, you and your managers know the importance of strong objective setting if your employees - and the organisation - are to achieve their goals. And that's the case regardless of the size of your business. But, sometimes, you'll find that managers will simply have "too much to do" or claim it as an "admin burden" or that their team "know what to do" - and they don't set objectives. …

What does a good development goal look like?

When writing business or role-based performance or objectives, encouraging your managers to also set one or two development goals or developmental objectives will help employees to grow, learn and develop. But how do you write a good development goal?…

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