Your Performance Management Questions Answered
Explore our expert insights into common performance management challenges and solutions.
How is this different from traditional performance reviews?
Unlike annual reviews that focus on past performance, Enabling Excellence creates ongoing dialogue between managers and employees. This approach allows for real-time feedback, continuous development, and forward-looking conversations about growth and career aspirations.
It also helps remove the unnecessary stress associated with yearly reviews and builds trust between employees and their managers.
Won't this take up too much of our managers' time?
Rather than spending hours preparing for annual reviews, leaders have shorter, more meaningful conversations throughout the year. This proactive approach often prevents issues from escalating and helps maintain steady progress toward goals.
It also allows them to be aware of people’s responsibilities, ongoing projects and challenges.
Instead of taking up manager and employee time with huge, yearly feedback forms – the continuous process makes it a much faster, more effective way of staying on track.
What if employees are resistant to documenting their achievements?
The Employee Journal is designed to be a supportive tool, not a burden. Many find that once they start documenting their achievements, it becomes a valuable resource for career conversations and helps them recognise their own growth.
We provide clear examples and templates to make the process simple and intuitive. However, we also tailor everything to each client’s unique needs-including the toolkits.
Why is continuous feedback important in performance management?
Continuous feedback helps employees adjust their performance in real-time, fostering growth and preventing issues from escalating.
How do we ensure consistency across different teams?
Your Leader’s Guide provides a clear framework while allowing flexibility for different team dynamics. It will explain the how’s and why’s of the changes being made across your organisation. This helps leaders understand how the approach reflects the organisation’s wider goals and values.
All managers receive the same training and guidance, ensuring core principles remain consistent while allowing for authentic conversations that suit each team’s needs.
What about measuring performance for salary reviews and promotions?
Enabling Excellence provides richer, more comprehensive data for making these decisions.
Rather than relying on recent memory during annual reviews, managers and employees have documented evidence of achievements, growth, and contribution throughout the year. This leads to more informed and fair decisions about career progression.
We also know that some organisations are moving beyond standard pay increases to pay for performance approaches. We tailor all of our guides and structures to your needs.
How do we handle underperformance in this model?
Our approach actually helps identify and address gaps or challeges earlier through regular dialogue.
Our bespoke training includes specific guidance on having constructive conversations about areas for improvement, setting clear expectations, and creating development plans. This proactive approach often prevents major performance issues from developing.
What Our Clients Say
★★★★★
“From our initial consultation call it was clear we wouldn’t need to squeeze into a set structure but the complexities of our business would be very much taken into account, to create something bespoke for the IOE&IT.”
★★★★★
“We welcomed the approach articulated of being an extension of our HR & Organisational Development team and this reassured us that they would integrate themselves into the business and deliver recommendations tailored to our organisation.”
Louise Frayne, Director of People, RCPCH
★★★★★
“Their team demonstrated exceptional competence, deep industry knowledge, and a genuine commitment to our organisation’s success.”
John Athanasiou, Director of People, HarperCollins UK