You and your managers know the importance of objective setting if your employees – and the organisation – are to achieve their goals. And you’ll no doubt know of the acronym SMART when it comes to writing a solid objective. But SMART misses a couple of key elements – and as such, we’ve refined SMART …
Is this something you hear from your line managers and other employees when it comes to 360 degree reviews? You need to reassure them that, if they’ve been asked to provide some 360 degree feedback by a colleague it’s because their opinion is valued. They’re seen as being someone who’s in a good position to …
Help! I have to review someone as part of a 360 review. What do I do? Read More »
You’ll have read the HR news articles which report on how some of the larger, household-name organisations have moved (or are moving) way from their annual appraisal system. They’re moving towards a more on-going, continuous conversational approach to encourage their managers to check-in on progress towards objectives and goal achievement of their team members. Such …
Continuous Performance Management – what’s in it for HR? Read More »
You’ll already know that 360 degree feedback has the potential to give employees the insight and focus needed to create their development plan. It can help bed down organisational values and reinforce the competencies needed. But not attending to the avoidable pitfalls can mean that your 360 never delivers this. Instead you end up with …
When writing business or role-based performance or objectives, encouraging your managers to also set one or two development goals or developmental objectives will help employees to grow, learn and develop. But how do you write a good development goal? Start by thinking about what’s really important to help excel either within the current role, or …
Employee Engagement is an integral part of Talent Management. So we were excited to hear Professor Katie Bailey speak at a CIPD event about ‘Meaningfulness of work’ and it going ‘Beyond Engagement’. In her presentation, she outlined her research project and its findings on meaningfulness at work and referred to an MIT/Sloan Paper. Two key …
How your Talent Management approach can destroy meaningfulness at work Read More »
Through our work with 360 degree feedback, we often get asked if we see any gender differences. Are women are rated more highly on particular competencies, are women are more lenient raters than men? We suspect that, to an extent, gender differences might be dependent on context, purpose of the review and the way the …
Do men and women rate differently in 360 degree feedback? Read More »
In our last blog we looked at the challenge of deciding on who are the right people to include as successors in any succession plan – and how to identify them. Now we turn our focus to the impact that the changes in the talent market have had on succession planning. Until now, succession planning …
Succession Planning: embracing the changing talent market Read More »
Succession planning should be straightforward. Surely it’s simply about assessing the needs of the business, based on the future strategy; identifying key roles and their requirements; matching these with the capabilities and potential of employees and then plugging any gaps with development programmes or tailored work experiences to prepare the right people accordingly? It sounds …
The challenge of succession planning: spotting the right people Read More »
We’ve seen a surge in interest to talk about how best to introduce or bolster a different approach to performance management. In a more agile workplace, many organisations know that the one-off, annual performance rating no longer works. More regular catch-ups between manager and employee lead to: Better performance; Better engaged employees who feel that …
What do you need to make Continuous Performance Management work? Read More »
