Three ways to break things (mindfully)
A look at the ways you can disrupt your systems and capture feedback and ideas on how to work smarter and more effectively.
Wesleyan performance management with a principle-led approach
Kristy Rowlett, Head of People Development tells us how Wesleyan moved away from a prescriptive performance management strategy to a principle-led approach.
Waltham Forest transforms performance and boosts engagement
HR director Ben Plant and project lead Isabelle Hurrell discuss the move from annual appraisals to continuous performance development at Waltham Forest…
Why managers should listen to what goes unsaid
A look at the way we deal with the challenges of our daily lives, how they affect us as workers... and how our managers can help us to be our best selves.
Our new webinar explores the relationship between trust and performance
Clear Review sat down with wellbeing expert and business coach Natasha Wallace (she’s also our new head of Performance and Wellbeing) to talk about the…
Give your teams more meaningful conversations
How do you implement and measure genuine cultural change? It’s a big question. You may have a vision in mind for a big shift in your organisation’s culture:…
How Virgin Money has shifted mindsets to steer performance success
Francis Lake sat down with to talk about the journey from an admin-heavy – and universally unpopular – appraisal model, to an effective performance management…
Is 360 Degree feedback good or bad for performance management?
The challenges and shortcomings of the traditional 360-degree feedback model and what are the easier and more agile approaches.
Will opening up company-wide feedback cause problems?
Won't giving people a feedback tool cause problems with people either giving negative/abusive feedback or spending all day giving meaningless feedback like…