Performance management

New and updated

• Three ways to solve the continuous performance management puzzle

  Date:

  13 August 2019

  Type:

  Commentary and analysis

  Employers are increasingly choosing regular "check-ins" rather than annual reviews to manage employee performance. But what is the best way to implement this strategy? Emil Gigov examines the emerging technology behind continuous performance management (CPM).

• Training line managers in people management survey 2019

  Date:

  7 August 2019

  Type:

  Survey analysis

  Line managers are typically responsible for a range of people management issues. We look at the training they are offered to develop their skills in this area.

• How to ensure your HR processes don't overshadow purpose

  Date:

  14 February 2019

  Type:

  Commentary and analysis

  Jobs-to-be-Done theory focuses on the end goal rather than the process of getting there. But too often, HR professionals get bogged down in process, argues Stuart Hearn, CEO of Clear Review.

• Why SMART objective setting is not working

  Date:

  18 January 2019

  Type:

  Commentary and analysis

  Managers have been advised to use SMART objective-setting at work for years. Although it's an oft-used acronym we've lost sight of its true purpose, argues Paul Marsh.

• Appraisals

  Type:

  Line manager briefings

  Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.

• Performance appraisal policy

  Type:

  Policies and documents

  Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.

• Performance management

  Type:

  Good practice manual

  Updated to include information on trends in performance management.

• Giving and receiving feedback

  Type:

  Line manager briefings

  Line manager briefing looking at how to give and receive feedback, including day-to-day and formal praise and constructive feedback.

• Giving and receiving feedback quiz

  Type:

  Line manager briefings

  A quiz for line managers to test their knowledge on giving and receiving feedback.

• Should an employer take into account an employee's age when setting targets or assessing performance?

  Type:

  FAQs