Upon completion of this course, participants will be able to:

• Design and implement a continuous **Performance Management System (CPM)** that emphasizes real-time dialogue and coaching.
• Develop a strategic plan for transforming the organizational culture into one that values and practices frequent, multi-directional feedback.
• Master proven models (e.g., **SBI, situation-behavior-impact**) for delivering and receiving objective developmental feedback.
• Identify and dismantle organizational and psychological barriers (e.g., fear of conflict, rater bias) that hinder feedback exchange.
• Design manager training programs that shift their role from appraiser to coach and focus on developmental discussions.
• Select and utilize technology (**HRIS**) to facilitate continuous feedback capture, goal tracking, and recognition.
• Measure the success of the **CPM** system using metrics like feedback frequency, quality, and impact on goal attainment.
• Integrate **CPM** outputs seamlessly with talent review, compensation, and career progression processes.

• HR Leaders and Directors of Talent Management and **OD**
• HR Business Partners leading performance initiatives
• Senior Leaders and Executives driving cultural change
• Managers responsible for implementing continuous feedback and coaching
• Change Management and Internal Communications Specialists

• Group exercises designing a "Feedback Challenge" campaign to encourage multi-directional feedback for one week.
• Role-playing scenarios practicing giving and receiving difficult developmental feedback using the **SBI** model.
• Workshops on developing a manager training module for continuous coaching skills.
• Case studies analyzing the success and challenges of organizations that abolished the annual review.
• Individual exercises evaluating three different performance management technologies based on continuous feedback functionality.

Unit 1: Strategic Case for Continuous Performance Management

• Defining **CPM** and the strategic failure of the traditional annual performance review model
• The direct link between a strong feedback culture, employee engagement, and organizational agility
• The necessary shift in mindset: from accountability/judgement to development/growth focus
• Establishing key design principles: fairness, frequency, development focus, and strategic alignment

Unit 2: Designing the Feedback Culture and Infrastructure

• Identifying and addressing the psychological barriers (fear, anxiety) to giving and receiving feedback
• Mastering techniques for making feedback frequent, immediate, and easy (e.g., through simple forms or technology)
• Training managers and employees in objective, behavioral feedback models (e.g., **SBI** model)
• Implementing multi-directional feedback (peer-to-peer, upwards) and promoting feedback seeking behavior

Unit 3: Integrating CPM with Goal Setting and Coaching

• Utilizing frameworks like **OKRs** to ensure feedback drives progress toward strategic goals
• The role of the one-on-one meeting as the primary vehicle for continuous feedback and coaching
• Strategies for documenting continuous dialogue and leveraging feedback data for end-of-cycle summaries
• Ensuring transparent linkage between coaching feedback and **Individual Development Plans (IDPs)**

Unit 4: Technology and Change Management Rollout

• Evaluating and selecting **HRIS** and performance management technology to facilitate continuous feedback and goal tracking
• Developing a robust, phased change management and communication plan for the **CPM** rollout
• Strategies for managing manager resistance and providing targeted training and support for adoption
• Ensuring legal compliance and data security when documenting continuous feedback and performance data

Unit 5: Measurement, Calibration, and Future State

• Key metrics for measuring the success of the **CPM** system (e.g., frequency of feedback, employee satisfaction, goal attainment rate)
• Managing the end-of-cycle process: calibration for fairness, total rewards linkage, and talent review integration
• Strategies for auditing the quality of feedback and addressing rater bias/systemic unfairness
• Action Planning: establishing a continuous improvement cycle for the **CPM** system design and processes