The recruitment industry is renowned for its buzzwords; ones that have over the past few years become easy to ignore. However, ‘Continuous Performance Management’ is a term that recruiters need to take seriously; a method that can benefit employers and employees alike.

Already adopted by big name firms such as Adobe, GE, Deloitte and Goldman Sachs, we thought we would dig deeper into what the term actually means and how the recruitment industry could benefit from adopting its core practices.

Timely and actionable feedback

Retention rates are so important in the fast-moving world that we find ourselves in. With both employers and employees needing to be happy with the outcomes of an employment, continuous performance feedback can enhance such clarity. Ensuring timely and actionable feedback, this approach ensures things that need to change; change, meaning both bosses and workers are on the same page.

Retaining Millennials

Whilst Millennials used to be an enigmatic group, we now know quite a lot about their attitudes towards employment. In a recent research project, it was revealed that 64% of Millennials put ongoing training and feedback as a priority, with younger employees tending to stick around at companies that actively invest in their growth.

Build high-performing teams

By offering continuous feedback to employees, you give them the space and opportunity to develop, allowing manager to build high-performing teams that meet and exceed expectations. Whether it be a daily informal chat, or a monthly review, sewing feedback into the employer-employee relationship can ensure better performance across the business; ensuring everyone has their finger on the pulse.

Bringing company values alive

For many, their mission statement and core values sit on their website with little thought put into them. In 2018, we expect managers in particular to start placing more focus on these core objectives; becoming a prominent theme with regards to performance management. Acting as the overarching theme, continuous analysis will see such documents take centre stage, giving way to a more centralised organisation.

Let us know what you think on this subject; is this an approach that has worked for you?