Roly Walter, Founder of Appraisd welcomed Emma King to discuss feedback and performance management at Costello Medical, where she oversees 400 employees across four countries as Head of People.
Importance of feedback
Emma framed feedback as essential for career development, encouraging managers to provide it informally and frequently to avoid criticism and enable growth.
Giving feedback frequently
Emma advocated daily feedback through catch-ups to normalise conversations and address issues promptly, complementing biannual 360 reviews which identify improvement areas.
Using technology for feedback
Emma saw technology like Appraisd as helpful but not replacing human conversations; managers still discuss feedback to ensure understanding and follow-through on goals.
Talent development and growth
Emma focused on progression opportunities for Costello's ambitious, specialised talent through responsibilities, mentorship and identifying high performers via consistent, honest feedback.
Feedback and organisational culture
Emma linked feedback and integrity to Costello's values, believing openness and honesty about performance ultimately enables the company to deliver quality work and expand in their sector.
Remote working balance
Emma discussed Costello's 50% office policy for mentorship and collaboration benefits, while also allowing focused remote feedback delivery through technology like Slack.
Future of feedback processes
Emma planned process changes like annual versus biannual reviews due to regular check-ins already occurring; technology would help identify feedback themes to guide career-long development.
Roly Walter, Founder of Appraisd welcomed Emma King to discuss feedback and performance management at Costello Medical, where she oversees 400 employees across four countries as Head of People.
Importance of feedback
Emma framed feedback as essential for career development, encouraging managers to provide it informally and frequently to avoid criticism and enable growth.
Giving feedback frequently
Emma advocated daily feedback through catch-ups to normalise conversations and address issues promptly, complementing biannual 360 reviews which identify improvement areas.
Using technology for feedback
Emma saw technology like Appraisd as helpful but not replacing human conversations; managers still discuss feedback to ensure understanding and follow-through on goals.
Talent development and growth
Emma focused on progression opportunities for Costello's ambitious, specialised talent through responsibilities, mentorship and identifying high performers via consistent, honest feedback.
Feedback and organisational culture
Emma linked feedback and integrity to Costello's values, believing openness and honesty about performance ultimately enables the company to deliver quality work and expand in their sector.
Remote working balance
Emma discussed Costello's 50% office policy for mentorship and collaboration benefits, while also allowing focused remote feedback delivery through technology like Slack.
Future of feedback processes
Emma planned process changes like annual versus biannual reviews due to regular check-ins already occurring; technology would help identify feedback themes to guide career-long development.