For years, companies have attempted to address disappointing performance results by reinventing their performance management system, only to achieve disappointing results again and again. This cycle has caused performance management to become increasingly bureaucratic and viewed as burdensome, costly, and low value by employees and managers. However, the behaviors that performance management intends to achieve remain important drivers of development, engagement, and performance.
Focus on Performance Behaviors Every Day
Until now there’s been a frenzy about dumping performance reviews, and we didn’t know which direction to move in.”
Global HR Director - Leadership and Talent
Reckitt Benckiser plc
Failed performance management systems demotivate employees, costing organizations millions of dollars annually in lost employee productivity costs which, consequently, hurts overall corporate performance.
Calculate how much ineffective performance management approaches cost you.
A New Approach
Formal performance management approaches are often burdensome and administrative. The best companies
are shifting away from these rigid performance management systems toward a more flexible approach that reinforces
critical behaviors that matter every day and aligns individual
work with organizational objectives.
Effective performance management provides meaningful,
real-time feedback, ensures employees have clear
expectations, and coaches them to achieve their maximum performance levels.
Employees are less satisfied with performance reviews than ever. Even high performers find them unhelpful and uninspiring. Learn what 3 shifts companies must make to significantly improve performance management.
Our HR team used CEB's model in their facilitation and strategically advised around performance management processes.”
Global Talent Management | B/E Aerospace, Inc
Managers expect removing ratings to improve employee performance, and companies have received some positive feedback from employees after eliminating performance ratings. However, the initial positive reaction tends to fade after the first performance review cycle.