How Wesleyan changed their performance management approach to be principle-led

• Focus every­one on tak­ing account­abil­i­ty for deliv­er­ing our new strategy
• Embed a new set of organ­i­sa­tion­al behav­iours and dri­ve our desired culture
• Include well-being into per­for­mance conversations
• Bet­ter per­for­mance con­ver­sa­tions that are less for­mu­la­ic and more engaging
• Improve our report­ing capa­bil­i­ty, both for man­agers and our regulator

We want­ed to move our per­for­mance man­age­ment strat­e­gy away from being over­ly pre­scrip­tive, to a more prin­ci­ples-led approach, and an approach that’s aligned to the mod­ern work­place. Clear Review has been the ide­al plat­form to help us do that. It has tak­en away all the obsta­cles usu­al­ly asso­ci­at­ed with per­for­mance man­age­ment and sur­passed our expec­ta­tions when we launched it. It’s so sim­ple to nav­i­gate, both col­leagues and lead­ers have total­ly embraced it.

• Clear objec­tive-set­ting and mon­i­tor­ing across the organ­i­sa­tion, aligned to new strategy
• Reg­u­lar feed­back, relat­ed to new behaviours
• More reg­u­lar and con­ver­sa­tion-rich check-ins, that include well-being along­side per­for­mance and per­son­al development 
• Real time and vis­i­ble report­ing capa­bil­i­ty for managers

The results that Wes­leyan has seen since imple­ment­ing Clear Review has been incred­i­ble. With­in a short space of time, the adop­tion of the new sys­tem has been high, with more peo­ple set­ting clear and well-aligned objec­tives. Clear Review has also helped sup­port their goal of cre­at­ing a cul­ture of reg­u­lar feedback.