11 ways to make sure your competency framework delivers on expectations

Developing a competency framework is time consuming. Interviews, focus groups, and online surveys take time, sometimes external consulting spend, and internal commitment from your most senior leaders and managers. However, signing off on the framework is the end of one stage of the project with, arguably, the most important stage just beginning.…

What is Employee Feedback?

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.…

Better data for Talent Reviews & Succession Planning

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.…

Simply Conversations, Feedback & Cadence

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

Why open questions can be more powerful than ratings in 360 degree feedback

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?…

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