An approach to mass personalization of performance management using review workflows 18 February 2018 David-Perks Agile Performance Management (0) With increasing awareness that one size does not fit all when it comes to performance management, how can organisations tailor the performance review to the individual without creating an administrative nightmare? [More]
Agile HR: Choose the short stay car park as our journey to Agile Performance Management ends. 04 February 2018 David-Perks Agile Performance Management, The Journey (0) We've outlined the steps to move to an agile organisation with a focus on real time performance management. Now what?Don't get too comfortable, there is more change to come. With culture being the main way organisations plan to differentiate in 2018 and beyond, what can we look forward to? [More]
Gender bias in the language of performance review and feedback 28 November 2017 David-Perks Agile Performance Management (0) A study of gender bias in the language used in performance reviews of women compared to performance reviews of men based upon over 750 real time feedback interactions finds that there is indeed a marked difference in the nature of feedback provided. [More]
10 employee engagement survey questions to give you new insight 18 November 2017 David-Perks Agile Performance Management (0) 10 straightforward yet insightful questions to ask in your next employee engagement survey, PLUS find out how to run your employee engagement survey and summarize the results for free on the Pay Compliment platform. [More]
The one place where diversity is not what you should be aiming for 11 October 2017 David-Perks Agile Performance Management (0) Diversity is a hot topic around the boardroom table at the moment, Should there be quotas for female leaders, what about the gender pay gap, how can we do the right thing by our minorities, and do we have the diversity of thought to drive innovation? These are all good questions for management to spend time on, but in one key area diversity is to the detriment of culture and until that area is tackled the rest may not matter. [More]