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 »
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 …
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 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 »
Talent management software specialist Head Light will offer practical advice on how HR teams can embed the processes and practices that enable real performance improvement, and not just ‘tick-box’ performance management, at Learning Technologies 2015 (28-29 January, Olympia 2). The company has researched and identified an eight-point action plan for HR teams, managers and employees, …
Eight-point plan to turn around failing performance management Read More »
Delighted that our comments are included in Amy Wilson’s Winding Up Performance Management article in December’s Talent Management. https://www.talentmgt-digital.com/read-tm/december_2014#pg25 Are you looking to kick start your performance management in 2015?
Performance Management is a process which can have a poor press in many organisations. Some research has even found that, as often as not, it decreases performance rather than increases it. However, as a management practice it endures: for good reason. Performance Management is the practice that establishes the ground rules for conversations between managers …
Performance Management promises much – but invariably disappoints at all levels. It can enhance individual and organisational productivity, improve working relationships, identify development needs, close skills gaps, enable career progression and enhance employee engagement – and yet, all too often, it fails to meet expectations. In our experience as talent management software specialists, there are six main reasons why performance management fails …
Performance Management: fulfilling its potential Read More »
Getting performance management embedded within your organisation is no mean feat. You need your line managers and employees to recognise and understand the benefits to them as individuals as well as those that the organisation as a whole will see. We’ve brought together our experience of supporting HR and L&D decision makers into a Guide …
Supporting line managers in Performance Management Read More »
Developing Skills. Encouraging Performance. Boosting Recognition.
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