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.…

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.…

What can we learn from Neuroscience to improve Performance Management?

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

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. …

Getting started with Performance Management

Getting started with performance management system can seem to be a daunting task. But it needn't be if you have the right tools to support you. Through our work with clients, we have explored a range of performance management cycles and processes and know that simple email reminders at key stages of the review process, just aren't enough.…

Talent Consumerisation - what does it mean for Performance Management?

In other blogs we have looked at the rise of Talent Consumerisation. But what does this mean for some of the most important talent management activities and processes? In this first blog of a series, we look at the impact on Performance Management - and the shift to more continuous performance management.…

Don't throw away your paper-based performance management!

Do you have a paper-based performance management system that you think is already working and that people are bought-into - and yet you're under pressure to upgrade it and 'move online'? You know only too well the time and cost savings to be had from moving online - as well as getting better, real-time reporting, accurate analytical reports at the click of a button, and a strong return on investment from tighter objective management. And, you know that there probably could be a few tweaks that could be made to your current performance management process but it is, you think, fundamentally, a sound system. So, why do your managers want you to look at a cloud-based, performance management system?…

Performance Management: fulfilling its potential

Performance Management promises much - but invariably disappoints at all levels. It can enhance individual and organisational productivity, improve working relationships, identify development needs, close skills gaps, enable career progression and enhance employee engagement - and yet, all too often, it fails to meet expectations.…

5 steps to improve performance management within your organisation

Effective performance management has its challenges: conflicting needs of the stakeholders in the process; little connection between performance review meetings and everyday working life; ambiguous or poorly defined objectives; inability to track or monitor progress of objectives.  …

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