Businesses perform better when their employees are motivated, focused and engaged
That's why a people-centric approach to performance management isn’t just good for people. It’s good for business. Find out more in the OpenBlend guide.
Why is a people-centric approach necessary?
reduce talent churn
75% of resigning employees cite bad management as a reason for leaving. A people-centric approach supports businesses to build better relationships between managers and their employees.
facilitate better one-to-ones
The most effective employee-manager 1:1s are those that are employee-led and put the individual's needs at the heart of the performance process. A people-centric approach works with this in mind.
Improve engagement & experience
People want to work for companies that put their needs high on the priority list, value their contributions and show them they care. People-centric performance management is built around these values.
"Since using OpenBlend we’ve seen a significant increase in not just the Wellbeing scores recorded by our colleagues but also the levels of confidence and competence of our leaders in having meaningful and impactful conversations. We’ve noted an upsurge in the levels of trust between Leader and Talent and this has led to increased creativity and a sense of freedom to manage their own outputs in our people."
Gianni Georgiades, Chief Executive Officer
Lacoste Footwear PCL
"The more we work on our company goals the more I see OpenBlend as being a big part of our success. It gives us a brilliant foundation to do great stuff. "
Lucy King, Head of Talent & Performance
A+E Networks
“Having used a variety of performance appraisal and personal development forms over the years, it is only since I discovered OpenBlend that I have been properly engaged in two way conversations with my team. More importantly I have seen others do the same. The use of ‘self-scoring’ and including personal motivators in the mix is brilliant.”
Hugh Sturges, CEO
Jeroboams Ltd
“I have been impressed by OpenBlend, they have a great team who support us by providing training and useful analytics; and a fantastic tool, which I believe is unique, as it has the individual at its core.”
Justine Recordon, Head of HR
Macrosynergy Partners LLP
“The support we have received from the team has been invaluable and we have really welcomed the regular touchpoints, which enable us as a business to understand and interpret the feedback that our employees have given. All in all this has been a great venture and we very much look forward to continually working with OpenBlend.”
Grant Vowls, Managing Director
Chameleon International
"Since using OpenBlend we’ve seen a significant increase in not just the Wellbeing scores recorded by our colleagues but also the levels of confidence and competence of our leaders in having meaningful and impactful conversations. We’ve noted an upsurge in the levels of trust between Leader and Talent and this has led to increased creativity and a sense of freedom to manage their own outputs in our people."
Gianni Georgiades, Chief Executive Officer
Lacoste PCL
“OpenBlend has got us talking more, managing better and understanding each other.”
Karen Blackett, Country Manager
WPP