‘Nudging’ with Sticky Notes to help employees stay on track with continuous performance management

We’re sure you’re all familiar with the concept of a ‘Nudge’ - encouraging people to do the right thing without being overly directive. Imagine if you could stick a sticky note on everyone’s screen that ‘nudges’ your employees to maintain their engagement with ongoing appraisal conversations. That’s exactly what we’ve done in our cloud-based performance management software called Performance.…

360 feedback meeting question prompts for managers

How a manager approaches a 360 feedback meeting will partly depend on who initiated the process. Perhaps a team member requested the review seeking a specific career development path or the manager has sought feedback on a direct report’s performance, or as part of a wider process the organisation may be seeking to identify high potential candidates in a high stakes promotion process. Either way, the line manager’s role in the success of the 360 review process is crucial. So, we’ve put together a list of question prompts to help better prepare managers to get the most out of 360 review meetings.…

Tools to Enable and Encourage Feedback in Continuous Performance Management

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?…

The work doesn’t stop after you’ve launched your Continuous Performance Management process: here’s why

You got the budget signed off, selected a performance management software supplier, got buy-in for your vision of the new continuous performance management approach, designed, configured and piloted the software, carried out online trainings, recorded videos, wrote internal comms and engaged your colleagues at every step. Congratulations – you launched continuous performance management! You can see in the systems dashboard your work has paid off. Employees are logging in, setting objectives, having 1-to-1 meetings, feedback is positive. Now you can see to other pressing business matters. The performance review process will, after all, now run itself. Except, it doesn’t quite work like that.…

The Design of Continuous Performance Management: How to Get Buy-in

Getting buy-in to the performance management process and approach as you develop it, is essential if you expect to get buy-in once launched. We have been working with the Talent® User Group to develop a Good Practice Guide to help those in HR, L&D and Talent, who are tasked with deploying performance management, work through the design and roll-out. You can request the guide here.  Here are our six top tips for reaching out and getting the essential buy-in in the early stages of the design project:…

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