Perspective Newsletter


If you would like to receive Perspective - our monthly newsletter – which brings you all of our latest news and views as well as interviews and opinion pieces then please follow the link below...

Read more

Performance management 'necessary to drive up employee engagement'

3 September 2012

Companies should invest in performance management systems in order to address any issues relating to poor employee engagement within their organisations.

A recent survey published by the Chartered Institute of Personnel and Development (CIPD) revealed that less than four in ten employees claim to be engaged at work, a trend that is negatively affecting productivity.

The CIPD will be holding a Performance Management Conference in October in order to highlight ways of preventing this issue, such as effective communication throughout the organisation and the linking of objectives.

Other key priorities include building positive relationships between line managers and staff that are based on trust and empowerment.

Ben Willmott, head of public policy at the CIPD, said: "Performance management has a key role to play in enhancing organisational performance by ensuring that all individuals understand their expected contribution to business objectives and are equipped with the skills and support to achieve this."

Last week, a poll conducted by Redshift Research and PlusHR revealed that 75 per cent of companies do not consult their HR professionals when formulating business plans, which could be having a negative impact on employee engagement.

Odgers Interim are UK leaders in Interim Management solutions for the Commercial Sector. We have offices in London, Birmingham, Leeds, Manchester, Glasgow, Aberdeen and Cardiff as well as over 50 offices globally. We are the only Interim Management providers who are part of a top tier international executive search firm. We work closely with our executive search colleagues to find candidates who can offer short term solutions with long term benefits.

Categories: Functional Practices, Human Resources


No comments have yet been posted, be the first to comment by using the form below: