What is Continuous Performance Management?

There can be few employees or managers who are surprised that the annual appraisal approach is itself under review. Business objectives change throughout the year, and employees need to adapt to new goals and new directions. The move towards what is known as Continuous Performance Management is long overdue - and its principles are being adopted by companies large and small.  But what is Continuous Performance Management?…

Continuous Performance Management: why and how

Continuous Performance Management continues to be one of the most talked about shifts in talent management. To give you the background to this, help you to decide if this is the way you need to go and to support you as get started, we've written an eBook which explores all this.  You can get your free copy today.…

Encouraging employees to be part of performance review within SMEs

For some employees in an SME, getting started with or contributing their own performance review can be a daunting task with a range of emotions coming to the fore.   From the work we do with clients in companies large and small, we know that simple email reminders at key stages of the review process, just aren't enough. People need greater involvement, empowerment and, quite frankly, more regular input.…

Is Continuous Performance Management actually working?

Many organisations are making - or have made - the move to Continuous Performance Management. There's a real buzz about the benefits of more regular check-ins or catch-ups between manager and team member.  But how do you know if this is actually happening, and the goals and objectives being set and, in theory, talked through, are being progressed? …

Continuous Performance Management - what's in it for HR?

You’ll have read the HR news articles which report on how some of the larger, household-name organisations have moved (or are moving) way from their annual appraisal system. They’re moving towards a more on-going, continuous conversational approach to encourage their managers to check-in on progress towards objectives and goal achievement of their team members.  Such a shift in approach requires immense effort, commitment, time and energy - not least by the HR team as they seek to upskill managers, educate employees and change hearts and minds.   So what’s in it for HR? Is it not easier just to stick with the status quo and not make this transition?…

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