Our Performance and Growth Cycle enables colleagues to own their own performance and be supported by their managers to do this.
The Cycle is currently in a pilot phase for colleagues in Pay Grades A, B, and C.
Read the toolkit for an introduction to the Performance and Growth Cycle, and find out more about each step of the Cycle, below.
The Performance and Growth Cycle
Step 1: Goal setting
Goal setting is a collaborative process between colleagues and their line manager.
Goals will be SMART – Specific, Measurable, Achievable, Relevant, and Time-bound.
You will need to set your SMART goals every year with a link to the charity's Strategy and your local annual plans. Your focus will be on what you do and how you do it.
Step 2: Mid-Year Review
Six months after setting goals, colleagues and managers do a formal check on the progress made against the SMART goals that were set.
The Mid-Year Review meeting is a chance to discuss strengths and development areas, progress against your goals, aspirations, and relevant feedback.
Step 3: Alignment (managers only)
This step is for managers only.
This is a formal part of the Cycle where managers meet other managers from their area of the charity to agree a shared understanding of how to apply the ratings and create a more consistent colleague experience.
This understanding is shared with senior leaders so they can see how ratings are being applied across the charity.
Step 4: Performance and Growth Review (PGR) and Outcome
At the end of the 12 months, colleagues take time to reflect on their role and their goals across the whole year, before having a conversation with their line manager.
This conversation will look back at performance and growth, achievements and learnings, and is an opportunity to start setting your new SMART goals for the next 12 months.
Read the Managers' guide for managing PGRs.
Watch the video for how to manage performance journals on Dynamics 365.
Continuous Colleague Conversations
Throughout the 12-month Cycle, you will have regular colleague conversations (121s/supervision) with your line manager.
Your colleague conversations are one to one meetings with your line manager that should cover a range of topics including wellbeing, performance, and aspirations.
Feedback (and the Feedback app)
Sharing feedback that is clear, kind and direct is an important way of showing that we care about each other. By providing it in a timely way, it can immediately help support growth and development. It can also help you to demonstrate the impact of your work at your mid-year and end of year Performance Growth Review meetings.
All colleagues should seek and give feedback and Managers should seek feedback from the colleagues they manage.
To help you, we’ve created a Feedback app, which enables colleagues to share, receive, and view ‘In the Moment’ and ‘Formal’ feedback, all in one place.
How to use the app
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Look for the Feedback icon in Microsoft Teams or access it online
For colleagues in the Performance and Growth pilot, any feedback received via the app will be automatically added to your performance journals on Dynamics 365.
For colleagues not in the pilot, for now you will be able to view your feedback in the app. Once you start the new Performance and Growth Cycle on 1 July, the feedback will automatically appear in your performance journals on Dynamics 365.
Watch the video on how to give and receive feedback via the Feedback app.
