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Performance management is one of the most debated topics in all of talent management. This is particularly true in the United Kingdom, where recent geo-political events have combined with several other factors (i.e., the COVID-19 pandemic, the Great Resignation and unique British professional and social norms) to make it exceedingly difficult to implement effective performance management processes.
As we are not fortune tellers, it’s pretty challenging to predict how talent management in the UK will evolve over the next two to five years. However, we can suggest a number of performance management best practices that will assist UK-based organizations as they look to tackle Britain’s current obstacles when it comes to performance management. If there’s anything we have learned in the last two years, it’s that tough times are nothing but an opportunity to take a pause, have a think and turn adversity into a learning experience – one that positions your organization for the better.
In this article, we will take a look at each and every one of the different factors that are impeding performance management in the UK. Whether external or internal, we’ll provide tips and guidance for organizations to tackle today’s most prominent challenges, implement best
