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The employee satisfaction survey should be used more frequently as a tool within the performance review cycle, rather than as simply an annual fixture in the diary. Read how in this blog.
A talent review is an opportunity for you (and the rest of the management team) to build a picture of how much your employees contribute to the success of the organisation.
Learning is essential to be able to innovate and keep on improving. Discover how to develop a learning culture in your organisation.
Why is the traditional performance management cycle changing? What trends are emerging, and what does this mean for your organisation?
Discover the 3 most common mistakes made by other organisations when seeking to transform their performance management.
There cannot be many people who actually look forward to their performance review. What would be needed for this to happen?
Many organisations are seeking to create a feedback culture. But does it present a real solution to the challenges faced by organisations?
It’s the latest trend: doing away with the end-of-year performance review. But is this really a good idea? Let’s have a deeper look.
Most organisations are already fairly clear about what they need their new tool to do. But, they often seem to sidestep a number of key points.
It’s that time of year, with performance reviews looming on the horizon. Fortunately there are a few easy things you can do now to speed up the process and make them more effective.
You probably have self-managing employees and teams in your organisation. But, what do these developments mean for your performance review cycle? Is your cycle a good fit for a self-managing organisation?
One subject that is sure to come up when considering change within performance management is choosing a tool to support the process. Discover the key aspects to consider when choosing a tool.
One of the critical aspects to consider when bringing change to your performance management cycle is how you define the process of formal reviews. What are the options open to you, and what precisely do they entail?
Traditionally, the performance review cycle has been the domain of managers and HR. What if you bring the ownership to the employees?
The days of traditional performance management are numbered. It simply doesn’t serve its purpose any more. What can you do about this?
Are the employees in your organisation looking forward to their performance appraisal? Probably not. Time for a different approach!
A key HR question for many organisations is: how can we get ‘a great conversation’ with regular 1-to-1s started in our organisation?