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 …
10 ways to make performance reviews more effective Read More »
Not surprisingly, we firmly believe in the power of 360 degree feedback. But we also recognise that real value is only gained when the feedback is understood, accepted and acted upon by the recipient. The role of a feedback facilitator is therefore pivotal and indeed, anecdotal evidence from our clients strongly points towards a face-to-face …
We’re getting ready for the CIPD Learning and Development Show taking place at Olympia London on the 30 April and 1 May. We attend as an exhibitor each year showcasing our latest talent management software, and we’re fortunate to meet lots of great people and have really valuable conversations. If you’re intending to attend, either …
Get ready for the CIPD Learning and Development Show Read More »
Employee engagement surveys have been around for years. Often run by HR, but sometimes they’re not – and yet surely employee engagement is pivotal to all aspect of successful talent management? Without engagement in your 360 reviews or your performance management processes, how can they possibly deliver achievement of objectives – and with little engagement …
Introducing 360 degree feedback into an organisation takes commitment, time and sometimes a culture shift. But the rewards are immense. Our survey in 2013 showed that 91% of organisations witness a better understanding of their own strengths and areas of development – and ¾ see a greater commitment to the development plan. There’s an increase …
Introducing talent management software for performance management clearly offers efficiencies – but time savings are not as great as one may expect. The Head Light survey in 2013 highlighted that the real benefits come from a better use of that time, more focused conversations, better goal alignment, more objectives met and so on. We set …
3 facts, 1 KPI and 1 Truth – building the ROI on performance management Read More »
Employee engagement surveys – and employee engagement in general – seem to be making a comeback. With greater economic stability, organisations are turning their attention to how best to engage their people and create an environment which enables the employees to offer more of their capability and potential. But many of the engagement tools on …
For some line managers spotting those in the team who have the potential to progress and take on a larger role, can be tricky. They need to know what makes for success and then how to identify this amongst their people – and ideally applying a tool they are already making use of. Each organisation …
6 indicators of High Potential – and how to identify them Read More »
In our recent blog about the important role of managers in ‘talent management’, we talked about some of the critical areas in which the line manager can make a real difference. One trend we at Head Light see within organisations is the growth on the focus on developing coaching as a core manager skill. That …
It goes without saying that a cornerstone of effective business performance is planning. Without a clear line of sight and a plan of how you’re going to get there, it is unlikely that an organisation will achieve its strategic aims and chaos can ensue. As someone once said “If you don’t know where you are …
