Performance Management – the Next Generation

Is there a new, more grown up attitude to performance management emerging? Netflix abandoned formal reviews some time ago, reportedly seeing them as being “too ritualistic and too infrequent”. In place of this, managers were encouraged to have frequent and honest conversations and to make better use of the data available through improved business analytics to provide a more accurate picture of how people were doing. It also scrapped Performance…

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Don’t throw away your paper-based performance management!

Do you have a paper-based performance management system that you think is already working and that people are bought-into – and yet you’re under pressure to upgrade it and ‘move online’? You know only too well the time and cost savings to be had from moving online – as well as getting better, real-time reporting, accurate analytical reports at the click of a button, and a strong return on investment from…

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Supporting line managers in Performance Management

Getting performance management embedded within your organisation is no mean feat. You need your line managers and employees to recognise and understand the benefits to them as individuals as well as those that the organisation as a whole will see. We’ve brought together our experience of supporting HR and L&D decision makers into a Guide – which you can tailor and use with your managers and employees as you establish…

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Government appoints Head Light to G-Cloud 5

Talent management software provider, Head Light, has been recognised as a supplier by the UK Government as part of the latest iteration of its G-Cloud initiative. The G-Cloud initiative aims to make it easier for public sector bodies to procure IT services that use cloud computing. Head Light has been selected in the Software as a Service category under the new G-Cloud 5 Framework Agreement. Ian Lee-Emery, Managing Director at Head…

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Build your case for on-line performance management

Our recent article in HR.com’s Talent Management Essentials, outlines the four main benefits of on-line performance management that we observe through our work with clients – and from our research with those with whom we come in contact. Organisations that move to on-line performance management witness: Better goal alignment and more objectives achieved. 80% claim to have achieved better goal alignment between the individual and those of the organization and two…

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Appraisals undervalued? Then calculate their return on investment

Return on Investment is a widely used term – often needed in the presentation of the business case or in a post-implementation review. In a recent article on Personnel Today, Head Light’s Managing Director, Ian Lee-Emery explores how organisations can demonstrate the financial return on investment in effective performance management. Intuitively, we  know that performance management can benefit individuals and the organisation. But too often it does not. Part of the problem might be…

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10 ways to make performance reviews more effective

A solid, robust and effective performance review makes the difference between a tickbox exercise and a way of working which really adds value to the business.  Our top 10 tips follow. Avoid the ‘once-a-year’ review. Whilst regular 1-to-1 meetings may happen, weekly or monthly, aim to have the more formal, meetings bi-annually, or quarterly. Make sure there are no surprises.  Don’t let the formal performance discussion be the time that the…

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5 New Year resolutions every HR decision maker could make

Getting the most from your talent in 2014 will have its challenges. We’ve put together our thoughts about the top 5 resolutions those making people and talent decisions could look at in 2014. 1. Take a close look at what engagement means in your organisation It’s no longer good enough (if it ever has been) to run an employee or engagement survey once a year, look at the overall score…

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