Performance management plays a crucial role in an organization’s talent management strategy. It provides the framework for an employee’s growth and development, and gives visibility over how people are performing. Effective performance management has huge benefits, but also requires considerable resources. Often, it can be hard to articulate the return on investment (ROI) of performance management in quantifiable terms. Aaron Hardy, VP Operations & Strategy – Asia at PageUp helps our customers design talent management solutions. As organizations embrace automation to streamline their perf ..read more

Great managers cultivate supportive relationships with people to set them up for success: they encourage meaningful two-way communication, they empower employees to do their best, and they reward and recognize achievements. Managers wield serious influence in the workplace: they account for at least 70% of the variance in employee engagement scores. This means it’s imperative for leaders to make time to intentionally support peoples’ success. One of the best ways to achieve this is through regular 1:1 meetings that allow for two-way feedback and development conversations. Delivering constructi ..read more

Higher education professionals make an invaluable contribution to the academic community. Their subject-matter expertise, thought leadership and guidance helps fuel the minds of aspiring students. However, to help professionals sustain their own development, they must continue to learn. Ironically, even though higher education institutions are dedicated to fostering opportunities for learning and development, many are failing to offer these opportunities to their employees and faculty. You’ll find universities sitting in the bottom quartile for “learn and grow” employee opportunities compared ..read more

A top driver of employee engagement across all regions and industries is an individual’s ability to contribute to their development. The question you might be asking on your employee engagement surveys is: This is a great company to contribute to my learning and development. The degree to which people at your organization agree or disagree with this statement has a serious impact on overall employee engagement. The top five drivers of employee engagement according to Culture Amp research are below. Top five drivers of employee engagement Source: Culture Amp Feedback is essential to individu ..read more

Depending who you ask, performance management is dead, or essential, or a necessary evil. It’s good for employees, or detrimental to employee engagement, and depending on the day it seems essential or completely ineffective as a tool for making compensation decisions. Meanwhile, ‘feedback’ enjoys unprecedented popularity – so is the problem with performance management just a branding issue? Daniel Randello, Group Manager, Business Planning and Transformation at Transdev and Sylvia Vorhauser-Smith, SVP Global Research at PageUp explored what the ideal state for performance management looks like ..read more

If your organization has less than 1,500 employees, you’ve likely been told that you’re going to have to make a lot of compromises when it comes to purchasing and implementing Talent Management technology.  You’ve been told that you’re going to have a hard time finding a solution that will tick all of your boxes and still fit within your budget requirements. Perhaps you’ve started to consider playing Frankenstein by creating a patchwork amalgamation of smaller service providers – that almost certainly won’t integrate seamlessly – to try and meet your needs. We have great news for you: You don ..read more

From the very first day I started at PageUp, “Mobile-First” was The phrase. It bounced off the walls on to our strategy decks and backlogs, ensuring everything we built was mobile responsive for our burgeoning client base. About a year ago, we took our “Mobile-First” approach to the next level and launched into the mobile app space. Our Everyday Performance app focused on creating an even simpler experience for employees to manage performance conversations in the moment. 6 months ago, incoming from Stage Right, we identified and validated another problem to solve. But, this problem is very spe ..read more

How many times have you seen this scenario play out? You finally find the time to conduct a performance review with your team, identify a few development gaps, put some performance targets in place, and then cross your fingers as you exit the meeting in the hope they’ll find a way to address it. Then you tick employee performance reviews off your to-do list, before moving on to the next task. Now let’s look at the flip side: Your employee has just had their long-awaited performance review and it was ‘okay’. They hit some of the key targets, but missed the mark on a few others. By the end of it ..read more

Stress is an issue for everyone, from the waitress at your local café to the CEO of a billion-dollar company. While pressure can be a good tool for motivating your workforce, constant stress can have the exact opposite effect! Stress can have a negative impact on work life, home life, health and wellbeing, but it can also negatively affect your organization.. Absenteeism, employee turnover and disengagement can all be symptoms of a stress-related problem. Ensuring employees are not putting too much pressure on themselves or others is not only good for them, it’s good for the business. In this ..read more