Designing Forms, Measures & Processes

How to design in the behaviours you want rather than design them out…

Designing Forms, Measures and Processes

It’s not about the form…but the form matters!   Our Designing Forms, Measures and Processes Consultancy Package shows how organisations are learning that frequent feedback and coaching conversations must be designed in to their approach to performance management from the outset if they are to succeed.

Too many processes are designed to minimise the very result that you want!

  • Time spent writing goals far outweighs the time spent coaching employees to achieve them
  • The effort to fairly moderate ratings across large organisations far exceeds the effort to develop each team’s performance
  • The very comprehensiveness of forms and supporting documentation saps energy from both manager and employee when preparing for and delivering performance reviews

An effective process for continuous performance management completely re-designs the forms, measures and processes to support frequent coaching and feedback conversations.

Consultancy package for Forms, Measures and Processes 

  • Review your existing forms, measures and processes in relation to driving continuous performance management
  • Recommend improvements to ‘design–in’ the outcomes you seek
  • Work with you to implement and roll out the recommendations

This  package is tailored to the size and scale of your organisation, and is delivered by one or more of our Performance Management Specialists who will work closely with your team throughout.

Clients say...

I noticed a real difference in the quality of performance conversations I could have with my team after they had been on the ‘It’s My Conversation’ programme.  Conversations with those who had been on the programme were more meaningful, more constructive and a much better use of both of our time, compared with those who had not. I did the programme myself and found its approach deeply engaging and a very powerful learning experience.

Lucy Hoyte, Strategy Team Leader, Westminster City Council

We couldn’t have designed our new approach to Performance Management without 3C.  They know their stuff, and work from a strong evidence base.  Engaging a large, global organisation is never easy – 3C have shown they understand our challenges and have most importantly helped us re-purpose our performance management to deliver our strategy as well as massively simplify the process for our workforce.

Bernadette Bruton, Global Talent and OD Director, Aviva plc

…3C have had a big impact on how we think about and manage performance.  The interactive development sessions for all managers and introduction of core competencies have really opened our eyes to how we can keep our highly skilled workforce engaged and motivated. Our engineers and project managers are starting to see managing people as a key set of skills that can be learnt and developed, and are enthused about the next stages of the programme.

David Hancox, Chief Operating Officer, Structa LLP

...thank you for the expert work you and your colleagues at 3C have done to help set our objectives and implement our strategy. I did not fully appreciate the benefits until I saw how it has worked out this year. There has been visible change in focus. Much of the success was due to the clear and engaging way you presented the issues to senior staff.

Professor Steven Cowley, CEO, United Kingdom Atomic Energy Authority

Having analysed the feedback sheets (nearly 1000), over 78% rated the session 7 or higher. Even better, 95% said the training helped them in their next appraisal, so all in all, very positive indeed. This is remarkable for a mandatory training session!

Sonia Young, Human Resource Services, Anglia Ruskin University

Who we've worked with...

Since 2001, we’ve been transforming performance management in professional, engineering, financial, legal, academic, technical, and government organisations worldwide.