360 degree feedback is commonly used to support the skills and development of employees – but can we use 360 reviews beyond development? Can it be used, for example, to inform succession planning or selection activities? We believe so, yes. Debbie Hance our Head of Business Psychology suggests in this video that while the predominant use of 360 degree feedback will, …
Introducing 360 degree feedback can be a daunting task. We are often asked what can be done to ensure that the organisation and its people get the best outcome. Ian Lee-Emery shares the key areas in our video – and in this article. #1 Allow enough – but not too much – time. Communication is …
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 …
360 degree feedback is typically thought of as a learning and development tool, but how can it be used to spot high potential? We’re often asked this sort of question during our talent management software implementation sessions with customers, or as part of the programme review meetings we may hold. In our latest video, our …
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 …
In this week’s blog, Debbie Hance, our Head of Business Psychology takes a look at how organisations can look at the quality of their managers’ feedback conversations and how coaching capability can be assessed. Many of the organisations we talk to are still on their journey to improve the quality of feedback that people get whether from their …
Building a feedback and coaching culture – we’re trying, but is it working? Read More »
In our blog this week, we take a look at the impact that the consumerisation of talent is having – or may need to have – on our the succession planning activities of an organisation. With the growth of the career portfolio organisations need to align their succession planning approaches far more to how talent thinks …
Talent Consumerisation – what does it mean for succession planning? Read More »
In our blog this week, we take a look at the impact that the consumerisation of talent is having – or may need to have – on our employee engagement activities. Talent Consumerisation has led to the need for a more individually-driven employee proposition – and a re-kindled focus on employee engagement. To learn more about …
Talent Consumerisation – what does it mean for employee engagement? Read More »
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 …
Talent Consumerisation – what does it mean for Performance Management? Read More »
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 …
Don’t throw away your paper-based performance management! Read More »
