Strengths based conversations get A* in improving performance

CIPD have recently completed an organisational field trial showing what difference strengths-based performance conversations can make in the UK public sector. Working with three UK government employers, they conducted a group randomised trial of an intervention to embed a strengths-based approach to performance management.

This research shows that interventions promoting strengths-based performance conversations can have a measurable impact on what conversations take place between managers and their staff, and on the usefulness of one-to-one meetings for employees’ learning and development and performance. Specifically, a one-off half-day training workshop for line managers had an impact on employee performance; and an impact on employee learning and development seems to require a more extensive, holistic intervention that includes further training, communication and practical guidance and a change in policy on performance management.

This report also provides an example of how robust, contextualised and useful research can be conducted into people management practices. HR and people development needs more research of this nature if it is to become a truly evidence based profession.

Research Partners were proud to work with the CIPD on this project.