When one reflects on the previous year and then comes to make some new resolutions for the coming one, it is a rare person who notices that the same items sometimes crop up on their list, year after year.

Each resolution is usually a desired change in behaviour, as one might wish to commit to after receiving some 360 degree feedback - but changes in behaviour, habit, attitude, etc can take time, not always (and there are methods in making 'step change' in terms of performance/behaviour), but generally it is a commitment to adopt a new habit.

What makes for a succesful change? First, a realisation that the change is required, be that through your own thoughts on the matter or though the feedback of others (or both).

Secondly, there needs to be a real motivation to make the change; considering 'What's in it for me?' is important.

Thirdly, you need to then set in place a series of milestones, goals, tangible measures that keep you on track, with consideration of the resources and support you will need.

This list is not exhaustive, but a start when considering how to support people trying to 'change' their performance at work after receiving their appraisal or 360 feedback.

Help them realise, help them connect to their own reasons for change and, as an organisation, support them as much as you can.