Performance Management

For many organisations, when the workplace had to quickly adapt to cope with COVID-19, they didn’t expect to still be managing those challenges come performance review time. Yet, as November looms, that’s exactly what businesses are facing – performance management alongside COVID-19. While some aspects of performance management might remain the same, others will need
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Performance check-ins (or continuous performance management) are a series of regular conversations between managers and employees about work, progress and goals throughout the year. Depending on the organisation or individual, they can take place weekly, monthly, bi-monthly or quarterly. This series of conversations play a huge part in the success of many high-performing organisations. The multiple benefits
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Performance management is a key HR activity for most businesses, but how it’s administered can vary greatly between organisations. Businesses managing performance via paper-based processes or spreadsheets, or standalone performance systems are missing out on the advantages of having performance as part of a wider HR system. Choosing a performance management system that is part
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Often referred to as continuous performance management, employee‘ check-ins’ are a series of regular conversations between managers and employees about work, progress and goals that are on-going throughout the year. Many high-performing organisations have already realised the benefits of this continuous approach to performance management and have moved away from traditional annual appraisals. Looking at
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Paper, Excel and outdated systems – they used to be the lifeblood of organisations, with a lot of HR time spent chasing around, as many of their processes are driven by authorisation. Unfortunately, it’s not always easy for organisations to dispense with it, but today’s affordable Cloud-based HR systems can certainly provide welcome relief. Let’s
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The ongoing lockdown in the UK has undoubtedly increased organisations’ concerns about how long their employees will be working remotely, and how this will impact productivity. Being distant from team members, the mental toll of constant COVID-19 news coverage and spending little time outside are all impacting the workforce in unique and subjective ways. Employee
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During difficult times, like COVID-19, line managers must support, encourage and guide their teams. As always, they also need to manage performance and be ready to have difficult conversations if productivity falls below acceptable levels. What was ‘acceptable’ pre-COVID-19 has likely been flexed for employees managing the changing pressures of a COVID-19 world (work-related and
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