The 6 New Realities of Performance Management - HRZone feature article by David Perks, CEO of Pay Compliment 27 April 2020 David-Perks Agile Performance Management, News (0) We identify 6 new realities of performance management in the modern workplace. These factors need to be built into the way you work in order for your people to do their best work every day. [More]
25 low threat questions to use as icebreakers in remote team check-ins 18 March 2020 David-Perks (0) Remote check-ins are new for many leaders of teams that are suddenly working from home. An icebreaker question to begin your meeting can change the energy and foster connection even over distance. Get 25 examples of icebreaker questions that are low threat and yet quite revealing about how your remote team members are coping with working from home. [More]
The journey to create an agile organisation 16 August 2019 David-Perks Agile Performance Management, The Journey (0) Agile organisations are fluid, tactical, experimental, responsive, flexible ok with lessons learned from failure; many things that traditional organisations struggle with.To build a contemporary organisation and culture with agility at its heart is a direct challenge to 'the way we've always done things around here'.It's a journey. This is your map to get through it. [More]
Structuring an effective check-in conversation for employee 1:1’s 30 July 2019 David-Perks Agile Performance Management (3) A regular employee check in is an opportunity to equip a team member with the resources and support they need to do their best work every day, but only if the conversation is well constructed to highlight their struggles and needs in psychological safety. [More]
An Agile HR approach to goal setting that accounts for short term tendency to overestimate and long term tendancy to underestimate 24 July 2019 David-Perks Agile Performance Management (0) Humans are good at underestimating the progress that can be made in the long term but overestimating progress that will be made in the short term.How do you set goals that will motivate short term achievement without setting people up to fail, whilst not being too lax so that long term progress is stymied?We think we have an approach that creates continuous striving to do better whilst still being psychologically safe by avoiding over-commitment, [More]