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?…

Make the move to Agile Performance Management and transform your role - join our webinar

Transform your HR role; make the move to a more agile Performance Management approach  Two questions for you: How do you see your HR role when it comes to your organisation’s performance management process?   How do your line managers, and employees see your contribution?…

What it takes to get agile performance management approach in place

There’s a shift taking place in the world of performance review. It's a shift away from an annual or six-monthly performance review and towards more agile performance management.…

Getting your values to work

A number of recent conversations with clients has prompted this article as it seems to be a common situation organisations are finding themselves in. They have a good, solid, well-thought through values framework in place. But it hasn’t quite got off the ground.  Embedding a set of values and representative behaviours requires concerted effort across the organisation, at a number of levels. Some ideas are below.…

Using the right scales in your 360 assessment

When you are first designing your 360 assessment, you’ll no doubt come up with a number of questions you want to ask, and areas or competencies to cover.  But what about the measurement scales you’re going to use?…

Avoid your Performance Management being seen as a 'tickbox' exercise

Performance Management is often perceived as a time-intensive, tick box exercise with little value to employee, line manager or organisation.  A once or twice a year Performance Management session does little to embed the understanding and achieving of goals and the encouragement of performance in a job.…

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