360 degree feedback can give businesses powerful information to help give valuable insights into the development needs of your people and identify high potential and future leaders as part of your succession planning and promotion strategies. But how do you implement a successful 360 degree feedback review? Or if you’re already running a 360 feedback review, how do you know if it’s working for you? Are you getting high quality feedback from reviewers? Are action and development plans being implemented following the review? Is there buy-in across the organisation including those at the top? Is there more you could be doing to increase what you get from your 360 programme? We’ve collated a bumper guide of best practices in 360 degree feedback looking at these questions and more.…

The consumerisation of HR processes including succession planning has been widely documented for a number of years, such as in these earlier blogs, calling for organisations to respond to individuals taking greater control over their so-called portfolio careers. Professor Nick Kemsley reflected on this for Head Light back in 2015 urging organisations to adapt their succession planning strategies to these emerging trends or risk losing top talent. Six years on, are these themes still relevant? Set against an even more fluid, volatile and complex market backdrop it seems timely to revisit the key themes he identified for organisations to adopt in response to the career planning consumer.…

The benefits of Continuous Performance Management are now well documented, with the pursuit of higher engagement and productivity levels and greater employee retention levels being the ultimate goals. Assuming your organisation’s Continuous Performance Management strategy is underway, how do you know you’re on track and how are you recording those conversations and interactions in your organisation?…

So often, succession planning conversations start from the perspective of the Organisation with questions like, ‘what type of leaders will take our organisation forwards’ or ‘which high potentials best fit our current leadership model’? These questions and others like them are undoubtedly important and yet solid and robust career conversations need to consider amplifying the voice of the employee to help shape effective succession planning strategies.…