We have been running a one-day programme for over a year now which helps our clients conduct effective 360 degree feedback debriefs.

I have spoken about this critical phase of the 360 process before, and how with a new understanding of the actual purpose of the debrief, coupled with some common-sense skills, it can be an invaluable experience for the recipient.

Recently, we have noticed more and more that we are having conversations about how we could similarly help Line Managers in conducting performance reviews.

Not unsuprisingly, as with 360 degree appraisals, an online system is not enough - there has to be a good understanding of what the purpose of the performance review is, and what fundamental skills are required for a constructive outcome.

Without skilful handling, an appraisee may find that an online system has simply made a unproductive process more efficient!

There have been a number of quick polls in various HR magazines, which highlight how organisations feel that their Line Managers are poor at performance management and appraisals; the effect is recorded on the other side of the coin too, with employees feeling that their Line Managers often fall short of their expectations.

With this in mind, we have now decided to complement our online performance review solutions with a new training programme "Conducting Effective Performance Reviews" - as with the 360 programme, it is a one day programme and marries some essential theory with some tailored role-play.

This fits with our ethos that if you can encourage individualsto have meaningful conversations, be they Line Managers with staff, Directors with the organisation or team members with each other, then ultimately better choices can be made and performance can improve.