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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What can we learn from Neuroscience to improve Performance Management?

By Debbie Hance, Head of Business Psychology, Head Light I attended a really interesting lecture about ‘navigating neuroscience’ by Dr Vaughan Bell of UCL. And it got me thinking: how could we use some of the learnings from neuroscience to improve performance management? One of the particularly entertaining trends Dr Vaughan Bell presented was ‘neuroessentialism’.  This is the misguided tendency for writers, advertisers or anyone presenting an argument or trying…

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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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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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Getting started with Performance Management

Getting started with performance management system can seem to be a daunting task. But it needn’t be if you have the right tools to support you. Through our work with clients, we have explored a range of performance management cycles and processes and know that simple email reminders at key stages of the review process, just aren’t enough. As a performance cycle is worked through over time, employees and managers are…

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Talent Consumerisation – what does it mean for Performance Management?

In a previous blog we have looked at the rise of Talent Consumerisation. But what does this mean for some of the most important talent management activities and processes? In this first blog of a series, we look at the impact on Performance Management – and the shift to more continuous performance management. We believe that the Consumerisation of Talent brings the quality of the manager much more to the forefront. Talent Consumerisation indicates……

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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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Eight-point plan to turn around failing performance management

Talent management software specialist Head Light will offer practical advice on how HR teams can embed the processes and practices that enable real performance improvement, and not just ‘tick-box’ performance management, at Learning Technologies 2015 (28-29 January, Olympia 2). The company has researched and identified an eight-point action plan for HR teams, managers and employees, which can turn around failing performance management initiatives. “Effective performance management has great potential to…

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