Best Practice in 360 degree feedback

    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 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:…

    The Challenges Of Continuous Performance Management With Remote Workers – And How To Overcome Them

    Just 8 months ago, remote working was still for the few, or to cover specific needs on a specific day. Wholesale working from home was thought to be on the ‘too difficult’ list for many organisations to implement. Seemingly overnight, the impossible became possible and remote, home-based working became commonplace among some industries. And, it doesn’t look as though all employees will be heading back to the office any time soon. Research shows that 77 per cent of organisations are actively identifying functions and roles to work virtually, and 59 per cent are allowing employees to self-select to work virtually.…

    Performance Management: Focus on Engagement Rather Than Compliance

    We all know that performance management has, in the past, had a bad rap. In any given organisation, we suspect that performance reviews and appraisals have, at some time, been viewed simply as a check-box exercise and neither managers nor team members have seen the value in these meetings. And perhaps it’s not surprising.…

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