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Are ‘feedback circles’ the next big thing in performance management?

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.

Article by: Chris White, Head of Product People Solutions - Advanced | Published: 12 August 2023

How clarity creates cohesion in leadership teams

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.

Article by: Adrian Baillargeon - global leadership speaker and author | Published: 18 July 2023

ENTENTE CORDIALE – FUTURE OF PERFORMANCE MANAGEMENT – PRINT – Issue 224 – June 2023 | Article of the Week

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

Article by: GEMMA DALE , SENIOR LECTURER & HEAD OF HR - LIVERPOOL JOHN MOORES UNIVERSITY / DRAW AND CODE & theHRDIRECTOR EDITORIAL PANELLIST | Published: 19 June 2023

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This is why you want to fire your star hire

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.  

Article by: Sarah Watson - Executive Coach | Published: 2 May 2023

How to set up young managers for success

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. 

Article by: Adam Clarke, VP UK&I, CoachHub | Published: 12 December 2022

PERFORMANCE MANAGEMENT – INERTIA – Print – Issue 213 – JULY 2022 | Article of the Week

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.

Article by: SUSY ROBERTS, CEO & FOUNDER - HUNTER ROBERTS | Published: 10 August 2022

Two savvy ways HR can master performance management

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.

Article by: Joe Hart, Founder - True Perspective | Published: 30 June 2022

How HR managers can level up and lead

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.

Article by: Maree Burgess - author & coach | Published: 5 May 2022

Performance management must return to the agenda

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.

Article by: Nick Gallimore, Director of Innovation - Advanced | Published: 8 April 2022