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.…

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.…

What can we learn from Neuroscience to improve Performance Management?

By Debbie Hance, Head of Business Psychology, Head Light…

Drive performance conversations not performance ratings

We've blogged before about the importance of performance conversations that managers have with their team members as part of performance review and appraisal - and we've heard recently about the shifts in how organisations view performance ratings.  We've commented on this in one of our articles which you can read below. …

Performance Management - the Next Generation

Is there a new, more grown up attitude to performance management emerging? Netflix abandoned formal reviews some time ago, reportedly seeing them as being “too ritualistic and too infrequent”. In place of this, managers were encouraged to have frequent and honest conversations and to make better use of the data available through improved business analytics to provide a more accurate picture of how people were doing.…

Having better performance conversations

In our recent blog about the important role of managers in ‘talent management’, we talked about some of the critical areas in which the line manager can make a real difference.…

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