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Continuous Performance Management

Posted On: 23/04/2020

Embracing a continuous approach to performance management is much more effective than the more traditional annual appraisal which tries to achieve so much in just one meeting.

To discuss an individual’s performance only once a year is not enough. Annual appraisals can demotivate employees as they remove opportunities to give praise, they don’t address negative behaviours at the time when support should be offered, and they focus heavily on the past.

In this blog we’ll be delving deeper into why the annual, or quarterly, appraisal is no longer effective in today’s fast-paced workplaces, as well as inform you of the key continuous performance management principles to follow to get the most out of your workforce.

Performance Management

Before we start, let’s remind ourselves of what performance management is. Its fundamental purposes are to:

Why organisations should say goodbye to the annual appraisal 

According to research carried out last year by Gartner, a global research company:

With annual appraisals clearly not adding value, and not being a good use of time, it’s time to shift to a more meaningful way of managing performance in the workplace.

Continuous Performance Management 

Continuous performance management is the frequent meaningful discussion between employee and manager.

Research has proved that organisations who review their employees’ goals every month are more likely to perform well financially.

How to implement continuous performance management

If your organisation is yet to implement this style of performance management, here are some great tips for you to follow:

We’re Here To Help 

If you require support with your performance management strategy, please get in touch with our team of HR professionals on 0161 941 2426.

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What Our Clients Say

“We have developed a strong working relationship with the team at P3PM who we now view as an integral and valued business partner. They take the time to understand our business and inform us of any regulatory employment changes that might affect the decisions we want to make. With our current and planned headcount, we know that there is always someone at P3 to respond to our call / email and take action quickly to ensure we remain compliant whilst also coaching our manager’s through difficult situations which gives them the skills they need to tackle issues even better in the future. P3PM ensure that we are supported with any employee related process, the results of which mean positive and timely resolutions to some challenging employee matters. ”

M Turner - Director

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