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...

Thank you for today, your session was brilliant and exactly what they needed. It exceeded my expectations and to see the room so engaged and involved was an absolute joy . It is a testament to how useful people found today that they were starting to ask if their managers could have something similar.  A great result!

Dr Amanda Maclean, Head of OD, Canterbury Christ Church University

In November 2022 our employee engagement survey showed a marked increase in those agreeing that they understood what was expected of them, they were motivated and engaged.  In the spring of 2021 such results were unimaginable – the scale of cultural change, and sense of empowerment that our new approach to managing performance is having is fantastic.  We couldn’t have done it without the wisdom, experience and support of 3C.

Kerri-Ann O’Neill, Chief People Officer, Ofcom

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

"Fantastic use of tech.  Thank you - this was really thought-provoking, and thanks also to the actors Adam and Pippa for making it very engaging!"

‘Forum Theatre Live’ Delegate, Canterbury Christ Church 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.

3C Consultancy

Re-thinking Appraisal & Review

Engage your Senior Leaders

Developing Behaviour & Competency Frameworks

New Approaches to Goals & Objectives