What is Employee Feedback?

In our daily lives feedback is becoming more common place. Social Media ‘comments’, ‘shares’, ‘reviews’ and ‘recommendations’ provide insight, reinforcement and social proof. Feedback on websites such as Which?, TripAdvisor, Just Eat, Amazon and eBay provide valuable data to help consumers make informed buying decisions. With this context in mind, it is no surprise that the desire for rich information can be seen to be migrating into the workplace. This article explores the value of feedback and how it should be integrated for business success.…

Simply Conversations, Feedback & Cadence

There are three simple principles that underpin the new approach to continuous performance management - Conversations, Feedback and Cadence.…

How to mix conversational PM, avoid ratings yet support a bonus culture

It is well documented that over the last three to four years there has been a movement away from a traditional annual, ratings-based performance appraisal process.  The current direction of travel is towards a more agile, conversation-based and individual approach to managing performance, also known as Continuous Performance Management (CPM). This movement is picking up speed: 79% of executives rate it a high priority, up from 71% three years ago, with 38% calling the movement “very important.” (Deloitte University Press)…

Making Check-Ins a purposeful conversation.

  Everyone we talk to is buzzing about how to move to a more conversational approach to performance management.  But for many, it's not clear what that means in practice and how to make those conversations 'purposeful'. Moving to a more agile and on-going approach to appraisal conversations, needs a culture shift, buy-in and commitment to a change.  Whilst you don't 'need' software, a great online system can help embed and reinforce this change.  Having a tool that is easy to access and simple to use means you can enable, capture and build on those great conversations!  For you in HR, you'll be able to see what is happening and where - and measure, track and celebrate engagement in this new process.  Spend 2-3 minutes now and take a quick look at the video below of how 'purposeful' check-ins can work between managers and their team members.…

How detailed does your Competency framework need to be?

Increasingly and as part of a broader talent management strategy, we are helping client's analyse and develop competency frameworks. Working with large numbers of these you do begin to see patterns and consistent themes, but we do also see a great variation in the depth, breadth and structure of competency models.  If you'd like to see some examples that span this spectrum, read on and do contact us. When developing a framework to underpin your talent management efforts, it can be difficult to strike a balance between something that will apply to most and making it too generalised to be useful. Our first step, is to ask why and how with the framework be used.  We often create 'personas' of people that intend to use the framework in applications such as recruitment, performance management, talent reviews, leadership development and so on.  With this 'lens' firmly in mind, we can begin to set the right level and continuously refer back to the 'how' and 'why' to keep the project outcome-focused. Whilst staying grounded in the application of competences, we can't ignore the sound research that exists and has stood the test of time.  …

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