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.…

We all know that performance management has, in the past, had a bad rap. In any given organisation, we suspect that performance reviews and appraisals have, at some time, been viewed simply as a check-box exercise and neither managers nor team members have seen the value in these meetings. And perhaps it’s not surprising.…

Performance Management is coming of age. We have talked and written plenty about the shift towards the more conversational, on-going and regular check-ins taking place between line manager and team member. These are the features of Continuous Performance Management.…