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?…

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.…

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.  …

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.…

How to performance manage the career consumer

We've seen the rise of the so-called 'career consumer' who is perhaps more demanding in terms of their workplace development. As such, managing their performance can be a challenge. We believe that by changing managers’ and employees’ approach to performance management can make a difference.…

The 5 fundamentals when moving to continuous Performance Management

With debate around how performance review may be changing and with some organisations looking to move away from performance ratings to more continuous performance management, we offer in this blog post the 5 areas we think are fundamental when you start to consider making any changes to your performance management process.…

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. …

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