Doing performance management well is not difficult, yet it’s something that many businesses seem to struggle with. We know that the best way for a person to develop is to understand where their drawbacks are and what steps they can take to improve them - yet many businesses still rely on formulaic approaches to performance management that often raise more questions than they answer.
| Published: 12 August 2023
A lack of clarity creates chaos and frustration, and disorder is not good for leadership teams. For leadership teams to develop the clarity and alignment that matters most, here are four key items to align on and how to do it regularly.
| Published: 18 July 2023
ABOVE ALL THE TRADITIONAL PARAMETERS OF WORK AND PEOPLE MANAGEMENT THAT WERE WELL PAST THEIR SELL-BY DATE AND IN NEED OF RADICAL REINVENTION BEFORE COVID, PERFORMANCE MANAGEMENT HAS EMERGED AS THE UNDISPUTED AUNT SALLY. IN THE CONVENTIONAL WORKPLACE SETTING, PM WAS AT BEST DIVISIVE AND LACKING RELEVANCE AND AT WORSE PRECLUSIVE AND DEMOTIVATING. NOW, FACED WITH A FUTURE THAT HAS VERY LITTLE IN COMMON WITH THE WORKFORCE CONVENTIONS OF A PAST FOR WHICH IT WAS DEVISED, PM MUST EVOLVE
| Published: 19 June 2023
Bringing in a star hire is a uniquely important moment for an organization, with the potential to dynamically shift chemistry, bring in new ideas and exponentially drive the business. However - the high stakes mean it also has the potential to go seriously off the rails.
| Published: 2 May 2023
You can’t have good customer care at the same time as bad staff care.
| Published: 19 February 2023
As the workforce gets younger, businesses have also embraced greater flexibility and digital transformation. The two trends work together in harmony, allowing businesses to design a people development programme that meets the unique needs of every individual employee. A personalised, technology-driven approach is the best option for organisations seeking growth across generations.
| Published: 12 December 2022
If you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid. Likewise, if you judge an employee by a list of pre-determined benchmarks created months or even years previously, they will invariably fall short. Lists of performance management objectives created for roles rather than individuals should be ripped up, for they are obsolete. We need to turn our attention to interventions that support personal development, growth and wellbeing.
| Published: 10 August 2022
The best way to improve your ability to engage in effective and powerful conversations is to practice. If you know an important or difficult conversation is coming up, aim to do a role play with a trusted colleague, coach or mentor. It’s far better to stumble through a role-play than a real scenario.
| Published: 30 June 2022
When you level up the whole team’s productivity increases, as does team engagement and collaboration. Here's how to start focusing on that higher value, future focused work you didn’t have time for before.
| Published: 5 May 2022
Yet to effectively track performance and identify those development opportunities, there has to be a renewed focus on performance management and development strategies for organisations, and many would be hard pressed to say this is has been a priority.
| Published: 8 April 2022
