In our daily lives feedback is becoming more common place. Social Media ‘comments’, ‘shares’, ‘reviews’ and ‘recommendations’ provide insight, reinforcement and social proof. Feedback on websites such as Which?, TripAdvisor, Just Eat, Amazon and eBay provide valuable data to help consumers make informed buying decisions. With this context in mind, it is no surprise that the desire for rich information can be seen to be migrating into the workplace. This article explores the value of feedback and how it should be integrated for business success.…

Succession Planning is the process of identifying and developing potential future leaders or senior managers, as well as individuals to fill other business or critical positions, either in the short- or the long-term. [Source: Chartered Institute of Personnel and Development]. Implementing Succession Planning can: Minimise business risk Allow you to more accurately plan for the future Ensure that your organisation has the capability to deliver against a vision and strategy Build organisational resilience, sustainability and business continuity Pinpoint development needs Identify career progression paths so you retain your strongest talent. For many organisations, they need to demonstrate to stakeholders that they are proactively managing the people-risk element in their businesses.  This is particularly true in the Private Equity arena where organisations can change ownership and the new owners insist that a stable management team and organisation is in place.…

There are three simple principles that underpin the new approach to continuous performance management - Conversations, Feedback and Cadence.…

It is common to use ratings in 360-degree feedback questions as it provides a short cut for people to prove a lot of feedback across many different subjects, quickly and easily.  In other blog posts, we've looked at making sure the right scales are included in your 360 degree feedback assessment. Certainly within performance management, there has been a shift away from ratings (see our blog post here).  The trend for written feedback continues and while it's common to have a few open ended questions in 360-degree feedback projects, often they are little more than 'start, stop, continue' (which we don't rate much!).  How can we ask better open-ended questions and get better feedback?…

It is well documented that over the last three to four years there has been a movement away from a traditional annual, ratings-based performance appraisal process.  The current direction of travel is towards a more agile, conversation-based and individual approach to managing performance, also known as Continuous Performance Management (CPM). This movement is picking up speed: 79% of executives rate it a high priority, up from 71% three years ago, with 38% calling the movement “very important.” (Deloitte University Press)…