People Sessions

Impact

Enforces accountability of performance ratings

Consolidated performance distributions are often skewed towards the high end. Leaders are challenged when assessing direct reports and there is a concern that a performance rating that is not on the high side will de-motivate. Also, it may be easier to confront people with good news than with bad news.

People sessions work as a safeguard to ensure proper calibration of ratings across teams. At a People session each leader is held accountable towards their direct manager and their peers for the performance ratings they have given. This fact in itself will encourage leaders to be more objective and evidence based in the ratings of direct reports.

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	Your challenge - our response Struggling with developing a sufficient number of qualified leaders internally? Finding it difficult to identify talent within the organisation without using expensive external assessment centres? Wasting too much money on duplicating various HR tools within the organisation? Finding it difficult to compare performance appraisal scores across the organisation? Spending too much money on external organisational consultancy services without achieving the required results? Realising that existing leadership programmes do not create the required behavioural change? Experiencing that 360° systems have too many questions that are not relevant or too abstract in relation to building a personal development plan?

People Sessions

Impact

Enforces accountability of performance ratings

Your challenge - our response