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 »
Head Light, the talent management software specialist, is offering HR teams the chance to pilot an âemployee-centricâ approach to continuous performance management free for 90 days. The company will provide its Talent PerformanceÂź software – which facilitates focused, goal-oriented conversations between managers and employees – at no cost, to any organisation that wants to test …
Head Light offers free 90-day trial of continuous performance management Read More »
If you’re based within a police force, you’ll know that the National College of Policing is mandating that an annual performance review or PDR is to take place. For this, you’ll need a robust, reliable performance management software tool which has already shown to meet the demands of flexible PDR dates, fit with the ways in which …
PDR process within the Police – do your systems comply? 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 …
Get stronger engagement with Performance Objectives Read More »
We’ve seen the rise of the so-called ‘career consumer’ who is perhaps more demanding in terms of their workplace development. As such, managing their performance can be a challenge. We believe that by changing managersâ and employeesâ approach to performance management can make a difference. This view was shared with Personnel Management and forms the basis of an article by Cath Everett. …
Read what we think about performance managing ‘career consumers’ in Personnel Today
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
With debate around how performance review may be changing and with some organisations looking to move away from performance ratings to more continuous performance management, we offer in this blog post the 5 areas we think are fundamental when you start to consider making any changes to your performance management process. #1 – Get involvement from everyone …
The 5 fundamentals when looking to move to continuous Performance Management Read More »
Developing Skills. Encouraging Performance. Boosting Recognition.
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