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.…

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? …

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?…

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.  …

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