--- title: Fuelling Talent Management With Continuous Performance Management description: As you head into 2021, it’s time to get your Talent and Performance Management working together and take both to the next level. image: https://blog.head-light.co.uk/hubfs/Imported_Blog_Media/engaged-female-reading-report-2.jpg --- [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) - [About Us](https://head-light.co.uk/what-makes-head-light-different/) ### [Our Clients Our clients come from industry, justice, government and not for profit sectors.](https://head-light.co.uk/our-clients/) ### [Case Studies Find out what people have said about Head Light and how we have helped.](https://blog.head-light.co.uk/case-studies) ### [Client Charter We like to be clear and upfront in how we work – and how we won’t work. 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We are recognised in the Fosway 9-Grid™ for Talent & People Success and have supported customers for 20 years.](https://head-light.co.uk/what-makes-head-light-different/) - [Workforce Capability Intelligence](https://head-light.co.uk/workforce-intelligence-platform/) ### [Workforce Signals Surfacing the evidence layer that turns workforce data into intelligence.  ](https://head-light.co.uk/workforce-intelligence-platform/) ### [Capability Intelligence Understanding workforce capability across your organisation.](https://head-light.co.uk/workforce-intelligence-platform/capability-intelligence/) ### [Workforce Readiness Tracking organisational readiness in real time.](https://head-light.co.uk/workforce-intelligence-platform/workforce-readiness/) ### [Succession Intelligence Understanding leadership continuity and succession risk.](https://head-light.co.uk/workforce-intelligence-platform/succession-intelligence/) ### [Workforce Risk Identifying workforce capability risk before it becomes operational risk.](https://head-light.co.uk/workforce-intelligence-platform/workforce-risk/) ### [Organisational Insight Understanding workforce sentiment and organisational confidence.](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [Products](https://head-light.co.uk/products-overview/) ### [Talent 360 360-degree feedback software - spot potential, pinpoint development focus, embed recognition.](https://head-light.co.uk/products-overview/talent-360/) ### [Talent Performance Embedding a culture of performance conversation and recognition.](https://head-light.co.uk/products-overview/talent-performance/) ### [Talent Navigator Individual career ownership through career path mapping.](https://head-light.co.uk/products-overview/talent-navigator/) ### [Talent Successor Succession planning software: providing a strategic line of sight.](https://head-light.co.uk/products-overview/talent-successor/) ### [Talent SafeGuard Skills management: by the individual and for the individual.](https://head-light.co.uk/products-overview/talent-safeguard/) ### [Talent En-Gauge Plan and take action to strengthen employee engagement.](https://head-light.co.uk/products-overview/talent-en-gauge/) ### [Talent Advance Keep track of goal planning.](https://head-light.co.uk/products-overview/talent-advance/) - [Consultancy & Training](https://head-light.co.uk/consultancy-training/) ### [Design a Skills or Competency Framework Get a skills or competency framework right for your organisation and your talent management practices make a real and lasting contribution.](https://head-light.co.uk/designing-your-competency-framework/) ### [360 and Performance Assessment Design We develop, test and validate bespoke assessments across all sectors, at every level of talent and every stage of talent management.](https://head-light.co.uk/assessment-design/) ### [Designing a Talent Management Strategy Do you have a Talent Management strategy? Do all your talent activities integrate, utilise the same language and align with your organisational strategy?](https://head-light.co.uk/talent-management-strategy/) ### [Talent Management for Managers Talent Management is not the sole domain of the HR or Learning & Development team. delivering your organisation’s people a strategy.](https://head-light.co.uk/talent-management-for-managers/) ### [Feedback Facilitator Training Investing in 360-degree feedback delivers little benefit if the review and feedback conversation is not handled properly.](https://head-light.co.uk/facilitator-training/) ### [Administrator Training Deploying a talent management software system successfully is not about luck. It requires robust and secure software, solid processes and great administrators.](https://head-light.co.uk/administrator-training/) - [Our Blog](https://blog.head-light.co.uk) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### [Blue Light User Group Sharing talent management best practice and collaborating on new features to the Talent platform.](https://head-light.co.uk/blue-light-user-group/) ### [Talent Management for Police 360, PDR and talent and succession planning for police officers and staff.](https://head-light.co.uk/talent-management-for-police-forces/) ### [Talent Management for Fire and Rescue Services 360, PDR and succession planning for fire and rescue services.](https://head-light.co.uk/talent-management-for-fire-and-rescue-services/) [TELL ME MORE](https://head-light.co.uk/contact-us/) # Fuelling Talent Management With Continuous Performance Management --- ### ![Engaged female reading report](https://blog.head-light.co.uk/hs-fs/hubfs/Imported_Blog_Media/engaged-female-reading-report-2.jpg?width=300&name=engaged-female-reading-report-2.jpg) Performance Management is coming of age. We have talked and [written plenty](https://blog.head-light.co.uk/topic/continuous-performance-management/page/3) 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. History shows that performance management has been somewhat disconnected from other aspects of talent management – other than its use in reward decisions when performance ratings were popular. ## Looking Forward We believe that continuous performance management will now begin to take centre stage as organisations recognise its increased value-add when integrating it with other Talent Management practices. The value in your performance management system comes from not just setting goals, regular check-ins and achieving objectives, but when these activities connect with development plans, corporate values and play a role in succession and career planning. ## Start From Now Of course, the start-point is the embedding of an engaged with and accepted continuous performance management process that has clear and perceived value to the individual, the line manager and the organisation as a whole. Getting the buy-in and effectively bedding down the process is crucial – our [Good Practice Guide](https://info.head-light.co.uk/sign-up-gpg-cpm-guide) will take you through the essential steps to do this efficiently. ## **Viewing The Same Information From Different Perspective**? Once up and running, stakeholders will each have a different take on the information, viewing it through their own specific lens. For example, the individual team member will want to see their own progress against their own goals – and what to do next. Their manager needs to quickly and easily see the goals and projects each team member is working towards and any hurdles that may be stopping them. And the HR and L&D leader will want to take a more overarching view – not from a [compliance perspective](https://blog.head-light.co.uk/blog/2020/09/build-resilience-with-robust-agile-succession-planning) – but to observe how widely and interactively the system is being used. They’ll use the information to inform company-wide development plans, and report objective achievements to the senior leadership team. **But how can this performance or achievement data, go beyond simple goal management?** ## **The Link With Learning And Development** Performance check-in conversations between manager and employee are an ideal time to consider training and development needs. If continuous performance management is also integrated with a 360-software tool, development actions discussed in development meetings can be set as specific objectives or goals so that progress and achievement of these can be tracked, just as any other goal. And feedback via the 360 questionnaire can be gained on the performance and action on an individual. For the employee, this level of integration makes huge sense: they see how their goal achievement and performance are connected with their training needs. Managers can spot development needs and then look for opportunities for on-the-job training, coaching or exposure to certain projects, and L&D teams get to understand any firm-wide training needs. Using the software system’s dashboard, performance hotspots can be identified where specific development intervention may be needed. ## **The Link With Career Planning And Succession Planning** And then there is career progression. Seeing a potential career pathway laid out in black and white helps to foster long-term loyalty to the company and greater engagement with career options. Linking performance management data with that of career path mapping can show the individual what needs to be achieved. The data from high performing individuals, who consistently achieve their stretch goals, can feed into talent reviews and succession planning meetings. For the individual, they get to see how they can stay in the organisation and develop. For the line manager, they can use the data to start career conversations or input to talent reviews and for the HR team, they can use the performance-related data to inform succession planning. ![man clenching fists with joy](https://blog.head-light.co.uk/hs-fs/hubfs/Imported_Blog_Media/man-clenching-fists-with-joy-2.jpg?width=600&name=man-clenching-fists-with-joy-2.jpg) ## **At The Root Of This Is The Data Dashboard** Driving all this information is the data dashboard: collating information on every individual and analysable by department, function, location, manager… Enter the Talent Performance dashboard. The dashboard’s primary function is to help you stay relevant and on-track, by communicating to you the most up-to-date data, and configuring that data differently depending on who is interrogating it – and the questions being asked. Individuals can track their own performance. Managers can spot specific difficulties such as seeing what targets will not be met. HR can see specific hotspots around the firm and can easily cut and slice data for reporting purposes, to present onscreen or cut and paste graphics into reports. It means that performance management, is not a process in isolation but one which feeds into and from other HR processes to generate greater value overall. When each of us has access to this type of clear data we are better equipped not only to spot where we or others need support, but can incite increased focus, and momentum in what we are doing or what our team is doing. As you head into 2021, it’s time to get your Talent and Performance Management working together and take both to the next level. Get in touch to request our [Good Practice Guide](https://info.head-light.co.uk/sign-up-gpg-cpm-guide) and get started today.    [Continuous Performance Management](https://blog.head-light.co.uk/topic/continuous-performance-management) [Trends in Talent Management](https://blog.head-light.co.uk/topic/trends-in-talent-management) [Good Practice Guide](https://blog.head-light.co.uk/topic/good-practice-guide) [PDR](https://blog.head-light.co.uk/topic/pdr) ## Related posts ### [The Police Leadership Commission Report: What It Means for Your Force](https://blog.head-light.co.uk/police-leadership-commission-report-what-it-means-for-your-force) The Police Leadership Commission report sets a clear direction for policing - and it has immediate i... 23 Jul 2026 ### [Organisational Insight: evidence that organisations fail to use](https://blog.head-light.co.uk/organisational-insight-evidence-not-used) Organisational insight is one of the most underestimated assets available to HR and business leaders... 13 Jul 2026 ### [How your Workforce Intelligence platform turns data into signals](https://blog.head-light.co.uk/workforce-intelligence-platform-turns-data-into-signals) Every organisation generates data about its people continuously. Performance ratings, development ac... 13 Jul 2026 [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) [![Fosway-2025](https://blog.head-light.co.uk/hs-fs/hubfs/Fosway-2025-150x150.jpg?width=150&height=150&name=Fosway-2025-150x150.jpg)](https://blog.head-light.co.uk/news/head-light-fosway-grid-2025)   ### Useful Links - [Home](https://head-light.co.uk/) - [About](https://head-light.co.uk/what-makes-head-light-different/) - [Workforce Signals](https://head-light.co.uk/workforce-intelligence-platform/) - [Products](https://head-light.co.uk/products-overview/) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### Workforce Signals - [Capability Intelligence](https://head-light.co.uk/workforce-intelligence-platform/workforce-mobility/) - [Organisational Insight](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [Succession Intelligence](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [View All](https://head-light.co.uk/workforce-intelligence-platform/) ### Our Products - [Talent 360](https://head-light.co.uk/products-overview/talent-360/) - [Talent Performance](https://head-light.co.uk/products-overview/talent-performance/) - [Talent Navigator](https://head-light.co.uk/products-overview/talent-navigator/) - [View All](https://head-light.co.uk/products-overview/) ### Consultancy & Training - [Consultancy & Training Services](https://head-light.co.uk/consultancy-training/) - [Designing your competency framework](https://head-light.co.uk/designing-your-competency-framework/) - [360 and performance assessment design](https://head-light.co.uk/assessment-design/) ### Support - [Contact](https://head-light.co.uk/contact-us/) - [Blog](https://blog.head-light.co.uk) - [FAQs](https://head-light.co.uk/faqs/) - [Resources](https://head-light.co.uk/resources/) - [News](https://blog.head-light.co.uk/news)   Copyright © Head Light Ltd. 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