If you’ve made the shift to on-going, continuous performance management, is it working? Are you able to tell your senior management team that the new approach is making objectives more meaningful to and better understood by your employees? Continuous Performance Management is not about an annual tick-box exercise or the allocation of a single rating …
Can you say that Continuous Performance Management is working? Read More »
A question for you. How easy is it for one of your line managers to see the progress of the performance objectives of their team? Probably not that easy. And yet isnât the real value of a performance management system not the once a year (or twice a year if the managerâs conscientious) review meeting, …
âWhatâs going on with performance objectives?â Read More »
Weâve seen that Continuous Performance Management encourages better, on-going performance conversations, moves us away from the annual, tickbox, compliance exercise and fires up employees keen to progress and deliver their goals and objectives. But weâve also seen that getting up and running can be the biggest challenge. It requires buy-in across the business, developing and …
An offer – 90 day online continuous performance management trial Read More »
Youâd be right in thinking that by putting in place an online Performance Management system, managers and team members have a place to store, record and update performance objectives â and document their progress against these objectives. But doesnât this simply make it an expensive way to store all this? Is it then only used …
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By Debbie Hance, Head of Business Psychology, Head Light I attended a really interesting lecture about ‘navigating neuroscience’ by Dr Vaughan Bell of UCL. And it got me thinking: how could we use some of the learnings from neuroscience to improve performance management? One of the particularly entertaining trends Dr Vaughan Bell presented was âneuroessentialismâ. …
What can we learn from Neuroscience to improve Performance Management? Read More »
With the Winsor report recommendations now being implemented across police forces and the need for a robust, flexible PDR process, Thames Valley Police chose to adopt online performance appraisal software, Talent PerformanceŸ. Read the full Thames Valley Police case study about Performance Management
We’ve blogged before about the importance of performance conversations that managers have with their team members as part of performance review and appraisal – and we’ve heard recently about the shifts in how organisations view performance ratings. We’ve commented on this in one of our We think… articles. Whether performance ratings are used or not, we …
Drive performance conversations not performance ratings Read More »
Is there a new, more grown up attitude to performance management emerging? Netflix abandoned formal reviews some time ago, reportedly seeing them as being âtoo ritualistic and too infrequentâ. 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 our recent blog about the important role of managers in âtalent managementâ, 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 …
Developing Skills. Encouraging Performance. Boosting Recognition.
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