What do you need to make Continuous Performance Management work? 

We’ve seen a surge in interest to talk about how best to introduce or bolster a different approach to performance management. In a more agile workplace, many organisations know that the one-off, annual performance rating no longer works. In its place are more regular catch-ups and updates between manager and employee. This is Continuous Performance Management.…

Is Continuous Performance Management working?

You may have heard how some of the bigger organisations have moved away from an annual performance rating towards a more regular, on-going continuous performance management approach. If you have embraced this approach too, how do you know that it’s working?…

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?…

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?…

“What’s going on with performance objectives?”

A question for you. How easy is it for one of your line managers to see the progress of the performance objectives of their team? Probably not that easy. And yet isn’t the real value of a performance management system not the once a year (or twice a year if the manager’s conscientious) review meeting, but the on-going, continuous striving towards and achievement of performance objectives? And as such, isn’t it crucial that progress can be seen at the touch of a button whenever needed?…

An offer - 90 day online continuous performance management trial

We’ve seen that Continuous Performance Management encourages better, on-going performance conversations, moves us away from the annual, tickbox, compliance exercise and fires up employees keen to progress and deliver their goals and objectives. But we’ve also seen that getting up and running can be the biggest challenge.…

PDR process within the Police - do your systems comply?

If you're based within a police force, you'll know that the National College of Policing is mandating that an annual performance review or PDR is to take place.  …

The move towards continuous performance management

Leading organisations are successfully replacing outdated appraisals with ‘continuous performance management’ – and we’ve been supporting them every step of the way from initiating change, creating assessments, reviewing processes, providing software and coaching managers. But what are the key areas you need to consider if you are looking to make the shift from a one-off annual appraisal meeting which perhaps has an interim review mid-year, to on-going, continuous performance management?…

Get stronger engagement with Performance Objectives

You’d be right in thinking that by putting in place an online Performance Management system, managers and team members have a place to store, record and update performance objectives – and document their progress against these objectives.…

Building on Talent Management trends

Six weeks into 2016 and we're seeing a sharp increase in HR decision-makers ready to take the positive steps needed to take on the Talent Management trends we were seeing  last year. Trend #1 - The expectations of a Talent Management system in terms if its accessibility, interface and experience have risen dramatically.…

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