Drive performance conversations not performance ratings

We’ve blogged before about the importance of performance conversations that managers have with their team members as part of performance review and appraisal – and we’ve heard recently about the shifts in how organisations view performance ratings.  We’ve commented on this in one of our We think… articles. Whether performance ratings are used or not, we see that there is a strong desire to up-skill managers to have better quality development…

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Succession Planning within the new Talent model – 5 things to think about

In our blog last week, Professor Nick Kemsley, outlined trends in how talented people are viewing their careers and their interactions with their employers. In this video, he explores how these trends might translate that across to succession planning – and highlights five key considerations for us Take a look at the realistic and valid timescale of a succession plan – are 4 – 5 year plans looking to far in…

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Succession Planning: time to reflect the new Talent model?

We believe that Succession Planning needs to change. We think that organisations need to recognise the shifts taking place in minds of talented employees and their view of their career and the relationship with their employer, and look now at how this can inform effective succession planning within the organisation. From other blog posts, you’ll read that talent is beginning to exhibit consumer behaviours driven by a number of different trends. We seen the impact…

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Using 360 degree feedback beyond development

360 degree feedback is commonly used to support the skills and development of employees – but can we use 360 reviews beyond development? Can it be used, for example, to inform succession planning or selection activities? We believe so, yes. Debbie Hance our Head of Business Psychology suggests in this video that while the predominant use of 360 degree feedback will, we think, remain for development purposes, it can also be used valuably for other talent…

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Introducing 360: 3 key areas to consider

Introducing 360 degree feedback can be a daunting task. We are often asked what can be done to ensure that the organisation and its people get the best outcome. Ian Lee-Emery shares the key areas in our video – and in this article. #1 Allow enough – but not too much – time. Communication is key – and probably allow a couple of weeks for communication. At the start of…

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