360 degree feedback hacks

‘Hacks’ seem to be all the rage at the moment. They offer shortcuts – or tips – to getting things done. We’ve been ‘hacking’ (without even knowing) for years around the 360 degree feedback process! Of course, with hacks in general there’s rarely a quick and easy fix to “unleashing your inner creative beast” or “instantaneously wiping out your to-do list” despite the claims in the email message fields of…

Read more

“What’s going on with performance objectives?”

A question for you. How easy is it for one of your line managers to see the progress of the performance objectives of their team? Probably not that easy. And yet isn’t the real value of a performance management system not the once a year (or twice a year if the manager’s conscientious) review meeting, but the on-going, continuous striving towards and achievement of performance objectives? And as such, isn’t…

Read more

An offer – 90 day online continuous performance management trial

We’ve seen that Continuous Performance Management encourages better, on-going performance conversations, moves us away from the annual, tickbox, compliance exercise and fires up employees keen to progress and deliver their goals and objectives. But we’ve also seen that getting up and running can be the biggest challenge. It requires buy-in across the business, developing and implementing an internal comms programme, very often implementing a new online system to everyone can…

Read more

Questions to ask potential Talent Management software suppliers

If you’re going to the CIPD L&D Show in London next week – and looking to talk to Talent Management software suppliers – do you know what questions to ask? We find that the most successful implementations of our talent management software occur when the client is thinking about the longer term and the broader picture from the get-go. To help you in your search for the right supplier for your, we’ve…

Read more

Plotting a career path with Talent Navigator®

A common problem facing HR in many organisations; you have an outstanding employee and want to make sure you  keep hold of him or her. You want to show now a career path can take shape – and that there’s no need to look outside of the company for progression. In our work with clients we’ve witnessed a strengthening of organisations engaging their people in their own career planning and…

Read more