The move towards continuous performance management

Leading organisations are successfully replacing outdated appraisals with ‘continuous performance management’ – and we’ve been supporting them every step of the way from initiating change, creating assessments, reviewing processes, providing software and coaching managers. But what are the key areas you need to consider if you are looking to make the shift from a one-off annual appraisal meeting which perhaps has an interim review mid-year, to on-going, continuous performance management?…

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Setting the scene and contracting for your 360 degree review discussion

If you’re running a review programme, and you’re preparing for the 360 degree review discussion and feedback conversation, how do you create an environment of openness and understanding so that action will follow and a change in behaviour or competence will arise? We may all approach these feedback sessions differently but below is a summary of some of the key points that we find most useful. Those attending our Feedback Facilitator’s Course do, of…

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Get stronger engagement with Performance Objectives

You’d be right in thinking that by putting in place an online Performance Management system, managers and team members have a place to store, record and update performance objectives – and document their progress against these objectives. But doesn’t this simply make it an expensive way to store all this?  Is it then only used just-in-time for the annual performance review meeting, to ‘go through the motions’ and then not accessed again…

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