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 their contribution is more valued;
- Better use of manager and employee time.
We’ve helped companies to make this change – and you may want to take a look at what some of our clients say by watching this short video, or reading some case studies. With our experience, we know what works – and we’ve distilled this down into 9 essential foundations.
You find out what these are in full by signing up for the article here – and it covers:
- how to get buy-in and support from others in the mapping out of this approach;
- how to make the ‘little and often’, quick and easy – and what you need to look for;
- what you’ll need to do to upskill managers, employees and yourselves in HR – and why this is important;
- the actions to take to update your policy on performance management and checking on the quality of the performance conversations.
Sign up to get your copy of the article now.