Succession planning: spotting the right people

Succession planning should be straightforward. Surely it’s simply about assessing the needs of the business, based on the future strategy; identifying key roles and their requirements; matching these with the capabilities and potential of employees and then plugging any gaps with development programmes or tailored work experiences to prepare the right people accordingly?…

What do you need to make Continuous Performance Management work? 

We’ve seen a surge in interest to talk about how best to introduce or bolster a different approach to performance management. In a more agile workplace, many organisations know that the one-off, annual performance rating no longer works. In its place are more regular catch-ups and updates between manager and employee. This is Continuous Performance Management.…

Help reviewers give better 360 degree feedback

You know that 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 give the best feedback isn't always on the radar of companies as they deploy 360 degree feedback across their organisations. So what can you do to help your reviewers? What guidance do you offer those reviewing participants in your 360 programme?…

Is Continuous Performance Management working?

You may have heard how some of the bigger organisations have moved away from an annual performance rating towards a more regular, on-going continuous performance management approach. If you have embraced this approach too, how do you know that it’s working?…

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