Can you say that Continuous Performance Management is working?

If you’ve made the shift to on-going, continuous performance management, is it working? Are you able to tell your senior management team that the new approach is making objectives more meaningful to and better understood by your employees? Continuous Performance Management is not about an annual tick-box exercise or the allocation of a single rating once a year. It’s about bringing performance objectives to life and about them becoming integrated…

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“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…

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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…

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Head Light offers free 90-day trial of continuous performance management

Head Light, the talent management software specialist, is offering HR teams the chance to pilot an ‘employee-centric’ approach to continuous performance management free for 90 days. The company will provide its Talent Performance® software – which facilitates focused, goal-oriented conversations between managers and employees – at no cost, to any organisation that wants to test the benefits of continuous performance management with a minimum of 40 employees and managers. Head…

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PDR process within the Police – do your systems comply?

Police performance management

If you’re based within a police force, you’ll know that the National College of Policing is mandating that an annual performance review or PDR is to take place.   For this, you’ll need a robust, reliable performance management software tool which has already shown to meet the demands of flexible PDR dates, fit with the ways in which Police forces operate and work to accommodate today’s working practices. But most performance management software…

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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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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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Building on Talent Management trends

Six weeks into 2016 and we’re seeing a sharp increase in HR decision-makers ready to take the positive steps needed to take on the Talent Management trends we were seeing  last year. Trend #1 – The expectations of a Talent Management system in terms if its accessibility, interface and experience have risen dramatically. Employees and managers now expect to be able to access data and information anywhere and at any time – whether this in on their smartphone,…

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How to performance manage the career consumer

We’ve seen the rise of the so-called ‘career consumer’ who is perhaps more demanding in terms of their workplace development. As such, managing their performance can be a challenge. We believe that by changing managers’ and employees’ approach to performance management can make a difference. This view was shared with Personnel Management and forms the basis of an article by Cath Everett. We think that as employees adopt the behaviours of a ‘consumer’, more meaningful two-way conversations need to…

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The 5 fundamentals when looking to move to continuous Performance Management

With debate around how performance review may be changing and with some organisations looking to move away from performance ratings to more continuous performance management, we offer in this blog post the 5 areas we think are fundamental when you start to consider making any changes to your performance management process. #1 – Get involvement from everyone when mapping out the new approach This is about consulting with employees and including them in your planning…

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