Performance Management Blog

November 3, 2023Coaching Poor PerformersDealing with poor performance is often a challenge for managers.  It is generally good advice to ‘focus on the performance not the person’, to avoid getting too emotionally involved in the situation.  However, if you want performance to improve, you are probably going to have to coach the individual in some way.  At this point, […]

August 30, 2023Dealing with Difficult BehaviourYou may have noticed that the story of Spain winning the Women’s World Cup was quickly overtaken by a story about how the Spanish female players feel they are treated, triggered by a specific event on the pitch.  In Spain, the story has grown into a major cultural turning point. Let’s be honest, none of […]

June 23, 2023Can a hostile environment for poor behaviour make a difference?At the Festival of Work last month, I had the privilege of hearing Lucy D’Orsi, Chief Constable of British Transport Police, talk about changing the culture within the police force.  She began with admirable honesty, acknowledging that some groups of people felt very let down by the police – including women.  She referenced the two […]

June 6, 2023Choosing the right Performance Management software for youWhy software matters When colleagues say ‘I hate appraisals’, it often turns out they hate bureaucratic, unhelpful software they have to use.  There are many software platforms available, and no single platform could suit every organisation.  Sadly, too many HR teams are forced to use the performance management module that ‘comes with’ whatever enterprise software […]

March 29, 2023How you manage performance is central to your organisation’s successAt 3C, we spend time with organisations who take performance seriously, who don’t want time wasted on pointless appraisals that everyone hates, but DO want to see: employees taking ownership of their performance managers actually managing performance an increase in productivity, impact and effectiveness So, here’s how we deliver: Many clients come to us with […]

February 28, 2023Performance RatingsSo it’s March, and you need to do performance reviews, and your organisation demands ratings.  This is a tough one…how are you supposed to have a motivating conversation with a colleague and then sit in judgement over them? And if those ratings are tied to a financial payment – that’s even harder. You can support […]

February 6, 2023You can’t just tinker with bits of performance management if you need real change‘You can’t just tinker with bits of performance management if you need real change’ I recently had the pleasure of welcoming the Chief People Officer of Ofcom, Kerri-Ann O’Neill to our Talking Performance webinar.  She shared her experience of re-thinking performance management in the context of a wider cultural change across Ofcom. One of the […]

December 2, 2022Kick-Start the New Year with Development ConversationsHave you already set too many targets for yourself this year?  Are you over-stretched with trying to improve your health, your performance, your career, your well-being?  Perhaps your team have overwhelmed themselves too – New Year resolutions can become a burden not a motivation.  Why not take the time to think about development instead.    You […]

October 27, 2022Can Performance Related Pay help improve productivity?These are challenging times for both public and private sector organisations. Many performance and reward teams are looking at the potential for some form of performance related pay to help improve productivity.   We’ve been taking a fresh look at all the research and case study evidence to help answer questions about how variable pay options […]

September 30, 2022Managing in a hybrid world needs clear leadershipManagers hoping for a return to ‘normal’ after the Covid-19 challenges have found themselves dealing with a whole new set of issues around hybrid working.  For the best part of two years, many managers were working in a primarily virtual context – it wasn’t easy.  But somehow, this new world of combining office attendance with […]

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