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Let’s face it, ditching the annual appraisal is now old news, most of us know and accept that the key to success is through a series of performance conversations throughout the year rather than a once or twice yearly appraisal, but how do we make moving to ongoing feedback and performance management more of a reality?

It is generally accepted that goal or objective setting is fundamental to establishing a high-performance culture, however without an understanding of our progress against these goals, we don’t know which behaviours to adjust or repeat to maximise success. The missing ingredient is feedback – the key to delivering sustainable high performance.

Organisations that recognise this and put feedback at the centre of their performance management processes are likely to be better able to flex and respond to ever-changing circumstances. They are more likely to learn from successes and failures, delivering continuous improvement and increasing their competitive advantage. In addition, staff who receive regular developmental feedback and coaching feel listened to and believe they have access to opportunities that enable them to develop and grow, increasing engagement and the retention of talent (Mone & London, 2009).

There are many different forms of feedback: verbal feedback; behavioural feedback; performance ratings and 360° feedback and they should all play different roles within your performance management process. These different types of feedback should be approached with caution as some can be risky or even counter-productive if positioned poorly or managed badly. This can create a culture of fear around giving or receiving feedback or in some cases a complete absence of feedback or feedback ‘vacuum’. If either of these are true for your organisation, then it is highly likely to be holding your performance and culture back.

This e-book explains how you can successfully embed feedback and performance management as part of a cycle of continuous, meaningful conversations. It considers the various types of feedback, the pros and cons of each and explains how to position them for best effect. By drawing on neuroscience and recent psychological research, we are also able to make evidence based recommendations and provide practical tips that you can take back and apply to your own workplace.

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