Recent research has revealed that 68% of companies with a high potential programme say that it is not very effective, but where are organisations going wrong?
Why candidate assessments can be difficult for those in-between jobs and strategies to make this better
Why is Person-Organisation fit something we should care so much about?
360 performance reviews have been used in every shape and form, which is why it’s all the more surprising that today we still see them being implemented in ways that add limited value – to organisations and participants alike.
After receiving 360 feedback results, the most common question from participants is “now what?” But that’s the wrong question. We can’t get to “now what?” without first answering “how, why, and with whom?”
It’s a fact that high quality 360 feedback is essential to the ongoing health of any business. While 360 feedback has a long history in the workplace, employers still face challenges when running their review processes.
Potential for what? 4 Questions to ask about your High Potential programme
What are the common pitfalls in implementing 360 feedback, and how can you help ensure your initiatives are a success?
If you work in HR, you’ll understand that making decisions about people is a complex task. That’s where People Analytics provides a fantastic opportunity. We can bring in data to give you a helping hand.
When we take into account the literature and research around leadership development, as well as our observations in practice, it’s clear that self-knowledge is a core element in managerial and leadership roles.