Setting up and managing a 360 review programme in any organisation is a complex process and in our experience, it can feel a bit overwhelming for HR Leaders and 360 Review programme managers as they navigate their way through implementing every step. The real value of 360 review is determined by the quality of the feedback on the participant given by reviewers; this is what drives the overall feedback session and leads to the development plan. And yet, helping reviewers through the process of giving 360 feedback is sometimes glossed over, leading to lower uptake and quality of feedback for participants. So, what can you do to better help your reviewers to avoid those pitfalls? We’ve put together a template for HR leaders and 360 review programme managers with step-by-step instructions to help reviewers give good quality 360 feedback to review participants.…

As we begin our return to the workplace, albeit tentatively, and restart some of our life 'rituals', we all know that this is a once-in-a-lifetime opportunity to reset our lives; not just to rethink the world of work but to bring about huge societal gains.…

You got the budget signed off, selected a performance management software supplier, got buy-in for your vision of the new continuous performance management approach, designed, configured and piloted the software, carried out online trainings, recorded videos, wrote internal comms and engaged your colleagues at every step. Congratulations – you launched continuous performance management! You can see in the systems dashboard your work has paid off. Employees are logging in, setting objectives, having 1-to-1 meetings, feedback is positive. Now you can see to other pressing business matters. The performance review process will, after all, now run itself. Except, it doesn’t quite work like that.…

Getting buy-in to the performance management process and approach as you develop it, is essential if you expect to get buy-in once launched. We have been working with the Talent® User Group to develop a Good Practice Guide to help those in HR, L&D and Talent, who are tasked with deploying performance management, work through the design and roll-out. You can request the guide here.  Here are our six top tips for reaching out and getting the essential buy-in in the early stages of the design project:…

Just 8 months ago, remote working was still for the few, or to cover specific needs on a specific day. Wholesale working from home was thought to be on the ‘too difficult’ list for many organisations to implement. Seemingly overnight, the impossible became possible and remote, home-based working became commonplace among some industries. And, it doesn’t look as though all employees will be heading back to the office any time soon. Research shows that 77 per cent of organisations are actively identifying functions and roles to work virtually, and 59 per cent are allowing employees to self-select to work virtually.…