Performance Management

Continuous-Everyday-Performance-Management

Trends in Performance Management Software

With the shift from traditional performance management focused on the annual appraisal, to continuous performance management focused on everyday conversations and check-ins, there has been an explosion in the range of software tools to enable the everyday process of performance management to take place more easily.   The move to continuous performance management has come…


Continuous Performance Management

Three Reasons Why Continuous Performance Management is Today’s Currency

We have written previously about Re-Engineering Performance Management and there are many articles about companies such as Google, Adobe, Microsoft, Deloitte, Cargill, and many more who have been re-inventing their performance management processes, and moving from the annual performance appraisal  to continuous performance management or agile performance management.   Continuous performance management relies on more…


Continuous Performance Management

What is Continuous Performance Management?

Continuous performance management (or agile performance management) is performance management that takes place throughout the year on an ongoing basis, as opposed to those based on traditional annual appraisals.   It includes:   near-term objective setting, rather than annual objective setting regular one-to-ones or ‘check-ins‘, rather than an annual appraisal, and  real-time or in-the-moment feedback, rather…


Agile Performance Management

Agile Performance Management

What can Business Leaders and HR Professionals learn from Agile Software Development?   How can we apply it in performance management?   This paper provides insights into some of the practices that are used in agile software development, which could be applied directly, or with some modification, to enhance performance management in any organisation.  …


Personal Development Objectives

It is well recognised that personal development is a key driver of organisational performance and employee engagement. Emphasising personal development has also been heavily linked to employee retention. For reasons such as these, Personal Development Plans (PDPs) form part of many organisations’ performance management systems. However, despite their many advantages, PDPs have also invited criticism,…


Re-Engineering Performance Management

Not many employees or managers will be surprised to see that performance management is undergoing a makeover in many organisations. The re-invention of performance management from what it has been to a practice that is in tune with today’s economies and workplaces is welcome.   To stay abreast of the latest trends and best practices…


Hiding Under-Performers

General Electric is one of the most respected companies in the world. Under former CEO, Jack Welch, there was a huge focus on people and talent. Welch says that he spent 50% of his time on talent issues.   His famous quote is:   “People First, Strategy and Everything Else Second”   He spent 50%…


How Useful is the Goal-Setting Exercise?

Every year at this time of year, we think about our goals, either for ourselves individually for the year ahead or for the team/unit/business which we manage.   In the workplace, this is usually part of the Performance Management process and is called different things in different organisations – Management by Objectives in Intel, OKR’s…


Does Pay for Performance Work?

A recent lecture at the ESRI by Canice Prendergast, who is now one of the world’s foremost researchers on workplace incentives and their impact on productivity, addressed this question.   Below is a summary of the main ideas from the lecture.   What is Pay-for-Performance? Pay-for-performance would include wage raises, the likelihood of getting promoted,…


Self Performance Appraisal: They Don’t Know What They Don’t Know

Various pieces of research (real world and laboratory) have been conducted to examine if people’s appraisal of their own performance and also their performance in relation to others is accurate.   The research has found that under-performers in particular consistently overestimate their performance in relation to their peers. High performers, on the other hand, under…


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