Annual appraisals have often been more effective at increasing stress and anxiety than in driving improved performance and development.
In recent years the fields of psychology and neuroscience have provided HR and Talent leaders with evidence as to why this is the case, which has led to a fundamental rethink of performance management. New and better models are being explored, most of which rely on managers playing the role of coach and providing ongoing developmental feedback to their direct reports.
However, this shift presents new challenges. In a recent poll of HR professionals, 85% stated that the majority of their managers ‘do not have strong people and performance development skills’ and a recent Harvard study discovered that employees are more likely to trust a stranger than their boss.
In this webinar we team up with Natasha Wallace, former HR Director, speaker, wellbeing specialist and author of The Conscious Effect: 50 lessons in better organizational wellbeing, to delve into the theory that creating trust and psychological safety, is the secret weapon to building a culture of innovation, alignment, and high performance.
This session will explore:
Defining and demystifying psychological safety in the workplace
How trust and psychological safety leads to high performance
Practical steps to implementing psychological safety for your talent
We’ll also have some practical insights from talent leader Lynn Rodgers from CYBG/Virgin Money who have ditched annual appraisals for a coaching-led model, followed by a Q&A.
About Clear Review
Clear Review has helped 150 companies make the shift away from annual appraisals. With two key differentiators, subject matter expertise and the simplest performance tech in the world, the Clear Review model leverages the three core pillars of performance. Agile Goals, Real-Time Feedback, and Developmental Conversations. The Talent Snapshots functionality enables HR to collate talent data to inform pay and promotion decisions. Join the movement.