How is employee engagement in your organisation? Do you know? And what are you going to do about it? We know that strong employee engagement gives real business benefit to an organisation. We believe that employee engagement can be looked at usefully from three perspectives: what the organisation does; what line managers do, and what …
We’re preparing to meet senior HR and L&D decision makers at next week’s HR Inspired Conference – and to talk through with them how best to implement and deploy talent management software. If you’re thinking about introducing or updating talent management software, below are some questions you may want to ask your potential suppliers. 1. …
Talent Review Boards are one of the most significant meetings in an organisation’s succession planning – and yet its decisions can be subject to bias. By becoming more aware of bias and by putting strategies in place to minimise or reduce their effects during talent reviews – or indeed any aspect of people management – …
Performance Management promises much – but invariably disappoints at all levels. It can enhance individual and organisational productivity, improve working relationships, identify development needs, close skills gaps, enable career progression and enhance employee engagement – and yet, all too often, it fails to meet expectations. In our experience as talent management software specialists, there are six main reasons why performance management fails …
Performance Management: fulfilling its potential Read More »
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 …
Supporting line managers in Performance Management Read More »
We are thrilled to have been short-listed for the L&D Supplier of the Year award as part of the TJ Awards. In preparing for our interview next week, we have been thinking about how we as a company, support, work with and deliver on our promises to our customers – and what great customer service …
The need to build a business case for investment in talent management software seems to be on the increase. Our research in 2012 showed that nearly half of those moving to on-line 360 degree feedback or performance management developed a business case to support the bid to obtain budget for investment. 44% commented that whilst they …
Business case writing: the budgeting time of the year Read More »
Drawing together and making sense of the information gathered in a 360 review is an important element when preparing for 360 feedback sessions. Typically you’ll have a report generated from your on-line 360 tool such as Talent 360 which brings together the various observations, comments and feedback. But how then to present this to the participant …
Making comparisons between people by using a 360 is one of the four deadly mistakes we see that some organisations make. It’s simply just not what 360 is about. But we have seen some 360 degree feedback tools on the market which, when the rater needs to provide feedback on, say, five people, puts all five of them on …
In a 360 review, asking someone what their managers or co-worker should be doing is over-stepping the mark. In our recent blog post we talked about there being four deadly mistakes when carrying out a 360 programme. We’ve explored two of those four mistakes in other blogs and now we look at what you are asking …
