📣 Please note, these events are for Agency Hackers’ members only.

If your agency isn’t a member yet, get in touch with Anne.

“Nine times out of ten, when an agency leader brings me in for a complex issue, they’re at their wits’ end. Yet once we unpack it, I find nobody’s ever taken meaningful action.”

This is what Rhian Peebles, founder of HR consultancy, The Sitch, faces on a regular basis.

In this session, we’re not talking about policies or paperwork. Instead, we’re digging into why agencies need to embed a culture of proactive performance management – before small issues spiral into big ones.

“This isn’t about being reactive,” Rhian explains. “It’s about creating regular habits that make performance conversations normal and part and parcel of the job – not just something you do when someone’s in trouble.”

Rhian has developed a framework for proactive people management, built around their practical rituals and smart accountability. 

We’ll cover:

• How to embed feedback into 1:1s. “It can be as simple as flipping every third 1:1 into a feedback-only session. No project updates, just a simple, ‘How are we doing, what’s tricky, what are you proud of?’ That builds a muscle for reflection, and creates a paper trail if you ever need it.”
• The difference between performance, capability, and conduct – and why that distinction really matters.
• How agency leaders can, and should, hold their own direct reports accountable for broader performance management.
• And why it’s important to be embedding this now, ahead of legislation shifts coming through in 2026.

“Good intentions aren’t enough,” says Rhian. “Without rhythm and accountability, it just won’t stick.”

If you’re looking at ways to make your performance management more proactive within your agency, look no further.