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.…

Making competencies work – the nuts and bolts of your organisation

Embedding a competency framework across all your assessment processes is another critical step to making your framework come alive. It is surprising how often we find that different processes (e.g., leadership development programmes, 360 degree questionnaires and executive search briefs) adopt different criteria and use language that is not consistent with the core behavioural expectations in the organisation.…

360 degree feedback hacks

'Hacks' seem to be all the rage at the moment. They offer shortcuts – or tips – to getting things done. We’ve been ‘hacking’ (without even knowing) for years around the 360 degree feedback process! Of course, with hacks in general there’s rarely a quick and easy fix to “unleashing your inner creative beast” or “instantaneously wiping out your to-do list” despite the claims in the email message fields of the mass emails that are offering such hacks!…

Can you say that Continuous Performance Management is working?

If you've made the shift to on-going, continuous performance management, is it working? Are you able to tell your senior management team that the new approach is making objectives more meaningful to and better understood by your employees?…

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